AN ANALYSISOF THE NEED FOR AND; * “ ’ USE or SHORTHAND’ BY SECRETARIES. i ‘N LARGE BUSINESSES ASIINDICATED By ~ - SECRETARIES, MANAGERSANDI- . 1 - ‘ PERSONNEL DIRECTORS A ‘ Dissertation for the Degree of Ph; D.’ ‘ MICHIGAN STATE UNIVERSITY _ SAMUEL MAURICESCAMMDN 1974‘ ‘ IIIII‘IIIIOBOIIIIII_ _. it ~ ' ‘- ’ ‘ . ‘ ’ ' .0 fit {anteltéaflz Em A; g . ‘ 0.517,:3. a" jyfii'?‘ [.1 5...; 3! .-_ 27‘)”: {Y f I mam-rs a. . _ 5 _ ~ 'k'IN-u 1' mm. 0w:- This is to certify that the thesis. entitled AN ANALYSIS OF THE NEED FOR AND USE OF SHORTHAND BY SECRETARIES IN LARGE BUSINESSES AS INDICATED BY SECRETARIES, MANAGERS, AND PERSONNEL DIRECTORS presented by Samuel Maurice Scammon has been accepted towards fulfillment of the requirements for Ph .0 0 degree in Educa"l ‘0" %%%~ Major professor Ha I on H. Green Date //’//" 7y 0-7639 E" ammuc av “r" HUAB & SUNS' 300K BINDERY INC LIBRARY m NOE R; I :Pnlusnn gunman ABSTRACT AN ANALYSIS OF THE NEED FOR AND USE OF SHORTHAND BY SECRETARIES lN LARGE BUSINESSES AS INDICATED BY SECRETARIES, MANAGERS, AND PERSONNEL DIRECTORS BY Samuel Maurice Scammon Statement of the Problem The problem was to determine if secretaries employed by large businesses need and use the skill of manual shorthand to perform their secretarial duties. Methods and Procedures The Million Dollar Directory, l972, was used to locate ll7 large businesses which were stratified by six Standard industrial Classifica- tions (Sle): Manufacturing Industries; Transportation, Communication, and other Public Utilities; Wholesale Trade; Retail Trade; Finance, insurance, and Real Estate; and Services. All firms were headquartered in Detnoit, Highland Park, and Hamtramck, Michigan. A population of 2953 secretaries was identified in the ll7 large businesses and was stratified into two classifications: top management and other management secretaries. Personal interviews were held with 72 secretaries who were randomly selected from the pepulation, 72 managers to whom the 72 secretaries in the sample reported, and 40 personnel directors who represented the large businesses from which the secretaries were selected. interview guides, constructed by the investigator, were used during all interviews. Nine hypotheses were tested for significance by using the statistical techniques of two-way and one-way analysis of variance, chi-square analy- sis, and Pearson product-moment and Spearman's rank difference correlation. Samuel Maurice Scammon Summary_of Findings (l) Shorthand was used by 76.4 percent of the secretaries. (2) Both symbol and alphabet shorthand systems were used by secre- taries. Of 55 secretaries who used shorthand, 98.2 percent used symbol shorthand. The Gregg shorthand system was used by 96.3 percent of those who used symbol shorthand. (3) There was no significant difference at the .05 level in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for top management and the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for other management. (4) There was a significant difference at the .05 level in the de- grees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for large businesses classified within any one of the Sle of business when compared to the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for large businesses within any one of the other SICs of business. Scheffé' post hoc analysis suggested that secretaries employed by large businesses in the Wholesale Trade SIC perceived the levels of manual shorthand profi— ciency needed by secretaries to be significantly different from the levels of manual shorthand proficiency needed by secretaries as perceived by secretaries in the other Sle of business. (5) There was no significant difference at the .05 level in the mini- mum manual shorthand speeds required of secretaries at the time they were hired as indicated by personnel directors who represented large businesses within any one of the six Sle of business and the minimum manual short- hand speeds required of secretaries as indicated by personnel directors who represented large businesses within any of the other SiCs of business. Samuel Maurice Scammon (6) There was no significant relationship at the .05 level between the maximum manual shorthand speeds which secretaries perceived were needed on the Job and the minimum manual shorthand speeds which personnel directors indicated were required of secretaries at the time they were hired for secretarial positions. (7) A grand mean indicated that secretaries perceived shorthand speeds of 60 up to 80 words per minute to be needed on the Job. (8) 0f 55 secretaries who used shorthand on the Job, an overall mean Indicated that shorthand speeds of 80 up to l00 words per minute were equal to dictation rates which they encountered. (9) A weighted grand mean estimated for the population of 2953 secretaries indicated that secretaries needed shorthand speeds of 60 up to 80 words per minute to match dictation rates on the job. (l0) A grand mean indicated that shorthand speeds of 60 up to 80 words per minute were required of secretaries by large businesses as Indicated by personnel directors. (II) The mode of the distribution of shorthand speed ranges which personnel directors indicated were required of secretaries was 80 up to ICC words per minute with 44 or 60.l percent of the personnel directors indicating this speed range. (l2) Six or 8.3 percent of the personnel directors indicated that shorthand was not required of secretaries. (l3) There was a significant relationship at the .05 level between minimum shorthand speeds required of secretaries at the time they were hired as indicated by secretaries and maximum shorthand speeds which secretaries perceived were essential for their secretarial positions. (l4) There were significant positive relationships at the .05 level between: [a] methods which managers practiced and methods which they Samuel Maurice Scammon preferred to practice, [b] methods which managers practiced and methods secretaries preferred managers to practice, and [c] methods managers indicated they preferred to practice and methods secretaries Indicated they preferred managers to practice when replying to correspondence. (l5) 0f 72 secretaries, 44 percent said managers "frequently" dic- tated to them, l9.4 percent said "sometimes," and l2.5 percent said "rarely," while they recorded the dictation by writing manual shorthand. (I6) 0f 72 managers, 4|.7 percent said they "frequently" dictated to secretaries, 23.6 percent said "sometimes," and ll.l percent said "rarely," while the secretaries recorded the dictation by writing manual shorthand. (l7) Fifty or 69.4 percent of the secretaries indicated a preference for recording dictation from managers by writing manual shorthand as a method of replying to correspondence. (I8) Fifty-two or 72.2 percent of the managers indicated a preference for dictating to secretaries who recorded dictation by writing manual shorthand as a method of replying to correspondence. (l9) 0f 72 managers, 33.3 percent said they would hire while 66.7 Percent said they would not hire a secretary who had no shorthand proficiency. Eggclusions (l) Shorthand should be retained In the secretarial-training cUrrlculum. (2) Candidates for secretarial positions in large businesses who attain shorthand speeds in the speed range of 80 up to ICC words per minute Should qualify on the basis of speed attainment for these positions. (3) Shorthand speeds in excess of i20 words per minute are not essen- 1’Ial for the majority of secretaries in large businesses. (4) Technological advancements such as dictating/transcribing machines have not displaced the need for manual shorthand by secretaries. AN ANALYSIS OF THE NEED FOR AND USE OF SHORTHAND BY SECRETARIES IN LARGE BUSINESSES AS INDICATED BY SECRETARIES, MANAGERS, AND PERSONNEL DIRECTORS By Samuel Maurice Scammon A DISSERTATION Submitted to Michigan State University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY College of Education I974 © Copyright by SAWEL MAURICE SCAWION I974 DEDICATED with thankfulness and love to my parents Gerald and Mary Scammon II ACKNOWLEDGMENTS The author is deeply lndebted to many individuals who made valuable contributions to this research study from its inception to its fruition. To Dr. Helen H. Green, who directed the dissertation and who served as chairman of the Doctoral Guidance Committee, the writer expresses his gratitude for constant support, wise advice, and able assistance. To Dr. Mary Virginia Moore, Dr. 0. Donald Meaders, and Dr. Robert Poland, who were the other members of the Doctoral Guidance Committee, the writer extends appreciation for their interest, helpful suggestions, and cOOperatIon. To the secretaries, managers, and personnel directors who willingly Participated in the personal interviews, which provided the nucleus of This study, the author renders particular thanks. To Mr. Benton E. Riddle, a friend and colleague, the author pays Special tribute for his relentless research assistance and for his personal loyalty. Very special and loving thanks are given to Dr. Jacqueline A. Deeb ‘fom her ever-beautiful spirit, concern, and generous assistance. Grateful acknowledgment is made to the following friends who provided ‘flmely inspiration, professional advice, and who gave freely of their time when needed: Mr. Emer A. Mathias, Miss Shirley Klmel, Mr. Albert C. Daas, (Dr. Thomas H. Patten, Dr. Bernard F. Landuyt, Mrs. Stephanie Szkolnicki, IRrs. Suzanne Drelfus, Dr. Mary Kennedy, and to the fond memory of the late Miss Minnie M. Dust. III TABLE OF L' ST OF TABLES O O O O O O O I O O 0 CHAPTER I. BACKGROUND OF THE STUDY introduction . . . . . . . Statement of the Problem . Purpose of the Study . . . Delimitations of the Study . Limitations of the Study . Definition of Terms . . . Research Hypotheses . . . Procedures........ Organization of the Study CHAPTER II. FINDINGS OF RELATED 'nfrwuc+'on O O O O O O O O O O O O O O 0 RESEARCH CONTENTS Name of Shorthand System Studied or Utilized Use of Shorthand by Secretaries as Indicated on the Job . by Secretaries Use of Shorthand by Former Students Who Had Studied Shorthand at the Post High School Level as Indicated by Fermer Students . . . . . . . . . . . . . . . . . . . . Use of Shorthand by Farmer High School Students as Indicated by Farmer High School Students In Ten “searCh S+Ud I as O I O O O O O O O O O O O O O O O 0 O O O USe of Shorthand by Former Shorthand Students, Secretaries, and Female Office Workers as Indicated by Personnel Directors and Supervisors . . . . . . . . . . iv PAGE viii 22 24 27 Shorthand Speed Requirements of Secretaries as Indicated by Personnel Directors . . . . . . . . . . . . . . . . . . . Other Findings Regarding Acceptable Shorthand Speeds for Employment......................... Use of Shorthand to Take Dictation of Minutes of Meetings . . Use of Shorthand to Take Dictation over the Telephone Use of Dictating/Transcribing Machines as Indicated by Former Shorthand Students in Twelve Research Studies . . . . Use of DIctating/Transcribing Machines by Former Students, Secretaries, and Stenographers as indicated by Personnel Directors in Five Research Studies . Use of Dictating/Transcribing Machines in Firms as Indicated by Personnel Directors in Four Research Studies . Use of DIctating/Transcribing Machines by Secretaries as Indicated by Secretaries in Seven Research Studies . . . . . Use of Typewriter to Directly Record Dictation as Indicated by Secretaries In Feur Research Studies . . . . Use of Machine Shorthand to Record Dictation . . . . . . . . . Composition of Letters on the Job by Former Shorthand Students as Indicated by These Students in Eight Research Studies . . Composition of Letters on the Job by Secretaries and Stenographers as Indicated by Secretaries and Stenographers in Four Research Studies . . . . . . . . . . . Former Shorthand Students Who Composed Letters on the Job as indicated by Personnel Directors in Three ResearCh S+Ud ‘ es 0 O O O O O O O O O O O O O O O O 0 O O O 0 Some Methods Preferred and Utilized by to Correspondence . . . . . . . . . Summary Statements . . . . . . . . . . ReferencesCited. .. .. . .. CHAPTER III. METHODS AND PmCEDURES . . . In'I’l‘oduction . . . . . . . . . . . . . Source of Large Businesses . . . . . . Managers When Replying PAGE 32 34 36 37 3B 40 40 4| 43 43 45 46 46 47 50 52 56 56 56 PAGE Standard industrial Classification of l46 Large Businesses . . 58 Stratification of Top and Other Management . . . . . . . . . . 60 initial Contact with Large Businesses . . . . . . . . . . . . 6i Reasons Why 29 Large Businesses, identified from the Million Dollar Directory, I972, Were Deleted from Original List of I46 BUS‘nesses O O O O O O O O O O O O O O O O O O O O O O O 6' Reason for Excluding Contract Construction SIC . . . . . . . . 63 Standard industrial Classification of li7 Large Businesses Which Agreed to Participate in the Study ...... . . . . 64 Construction of Interview Guides . . . . . . . . . . . . . . . 65 Establishment of Population of Secretaries . . . . . . . . . . 65 Percentage of Top Management and Other Management Secretaries to Total Secretaries Within Each Standard Industrial Classification . . . . . . . . . . . . . 68 Selection of Random Sample of Secretaries . . . . . . . . . . 70 Selection of Managers . . . . . . . . . . . . . . . . . . . . 7i Selection of Personnel Directors . . . . . . . . . . . . . . . 7i Design of the Study . . . . . . . . . . . . . . . . . . . . . 7i Data Collection Method . . . . . . . . . . . . . . . . . . . . 73 Processing of the Data . . . . . . . . . . . . . . . . . . . . 74 CHAPTER lV. ANALYSIS OF THE DATA - Part i . . . . . . . . . . . . 77 introduction . . . . . . . . . . . . . . . . . . . . . . . . . 77 Need for Manual Shorthand as Perceived by Secretaries . . . . 77 Shorthand Requirements of Secretaries as indicated by Personnel Directors . . . . . . . . . . . . . . . . . . . . 87 (kflnparison of Need for and Requirement of Shorthand as Indicated by Secretaries and by Personnel Directors . . . . 9i sYS'I’em of Shorthand Used by Secretaries . . . . . . . . . . . 95 Ffifliferences and Practices When Replying to Correspondence . . 97 smry - Pat-1' ' O O O O O O O O O O O O O O O O O O O O O O I '00 vi ANALYSIS OF THE DATA - Part II Introduction . . Data Collected from interviews with Personnel Directors Data from and about Secretaries Data from Managers . . . . . . . Summary - Part il CHAPTER V. SUNMARY Problem, Purpose, and Procedures Major Findings . . Other Findings . . . Conclusions . . . . Recommendations . BIBLIOGRAPHY . . . . . APPENDICES . . . . . . A. Interview Guide - Secretaries 8. interview Guide - Managers . . C. interview Guide - Personnel 0. Sample of Coding Forms Used to Stratify Population Directors Secretaries and from Which Secretaries Were Randomly Selected of E. Digests (Some with Reviewer's Commentaries) of 45 Research Studies - Findings from Which Were Included in Chapter II - "Findings of Related Research" vii PAGE l06 l06 l06 II2 I4l l53 I57 I57 I6I I64 I65 I67 I69 Al Al A6 A8 AIO All TABLE 2:I 2:2 2:3 2:4 2:5 2:6 LIST OF TABLES PAGE Use of Shorthand by Secretaries as indicated by Secretaries as Revealed by Ten Research Studies . . . . . 20 Use of Shorthand by Former Students Who Had Studied Shorthand at Post High School Level as Revealed in Seven Studies . . . . . . . . . . . . . . . . . . . . 23 Use of Shorthand by Former High School Students as Indicated by Former High School Students in Ten Research Studies . . . . . . . . . . . . . . . . . . . . 25 Use or Nonuse of Shorthand by Former Shorthand Students, Secretaries, and Female Office Workers as Indicated by Personnel Directors and Supervisors In Findings of Sixteen Research Studies . . . . . . . . . 29 Shorthand Speed Requirements of Secretaries and Stenographers as Indicated by Personnel Directors in Five Research Studies . . . . . . . . . . . . . . . . 33 Acceptable Manual Shorthand Speeds for Employment as indicated by Secretaries, Former Students, Beginning Office Workers, and Business Teachers in Four Research Studies . . . . . . . . . . . . . . . . 35 viii TABLE 2:7 2:8 2:9 2:l2 Use of Shorthand to Take Dictation of Minutes of Meetings by Former Students Who Had Studied Shorthand at the Post High School Level . . . . . . . . Use of Shorthand to Take Dictation Over the Telephone . . Use of DIctating/Transcriblng Machines as Indicated by Former Shorthand Students in Twelve Research Studies . . . . . . . . . . . . . . . . . . . . . . . . Use of Oictating/Transcriblng Machines by Former Students, Secretaries, and Stenographers as Indicated by Personnel Directors . . . . . . . . . . . . . . . . Use of DIctating/Transcrlbing Machines in Firms as Indicated by Personnel Directors in Four Research Studies . . . . . . . . . . . . . . . . . . . . . . . . Use of Dictating/Transcrlblng Machines by Secretaries as Indicated by Secretaries in Seven Research Studies . Secretaries Who indicated They Used the Typewriter to Directly Record Dictation as Reported in Four Research Studies . . . . . . . . . . . . . . . . . . . Former Shorthand Students Who Said They Composed Letters on the Job . . . . . . . . . . . . . . . . . . Composition of Letters on the Job by Secretaries and Stenographers as Indicated by Secretaries and Stenographers In Four Research Studies . . . . . . . . Former Shorthand Students Who Composed Letters on the Job as indicated by Personnel Directors in Three Research SfUd ' as O O O O O O O O O O O O I O O I O O O O O O O O Ix PAGE 37 38 39 40 4| 42 43 45 46 47 TABLE 2:l7 Use of Longhand by Managers to Reply to Correspondence as Revealed In Four Research Studies . . . . . . . . . 3:i Standard industrial Classification and Percent in Each Classification of I46 Large Businesses in Detroit . . 3:2 Standard Industrial Classification of II7 Large Businesses from Which Data Were Collected . . . . . . 3:3 Population of Top Management and Other Management Secretaries Employed by li7 Large Businesses and Classified by SIC . . . . . . . . . . . . . . . . . . 3:4 Percentage of TOp Management and Other Management Secretaries Compared to Total Secretaries Within Each Standard Industrial Classification . . . . . . . 3:5 Design of Study Showing Data Sources and Number of Managers, Personnel Directors, and Randomly Selected Secretaries with Whom Personal interviews Were Held . 4:i Analysis of Variance on Top Manual Shorthand Speeds Perceived Needed by Secretaries at Two Levels of Management and In Six Standard industrial Classifications . . . . . . . . . . . . . . . . . . . 4:2 Mean Scores Derived from Responses of Secretaries Regarding Top Manual Shorthand Speeds Perceived Essential for Shorthand Positions . . . . . . . . . . 4:3 Scheffé Post Hoc Contrasts of Column Means Derived from Responses of Secretaries Regarding Perceived Need for Manual Shorthand Found in Six Standard Industrial Classifications . . . . . . . . . . . . . . . . . . . PAGE 49 6O 64 67 69 72 78 8| TABLE 4:4 4:5 4:6 4:7 4:8 4:9 Mean Scores and Variance of Mean Scores Derived from Responses of Personnel Directors in Six Standard Industrial Classifications Regarding Minimum Manual Shorthand Speeds Required of Secretarial Applicants . Analysis of Variance Concerning Minimum Manual Shorthand Speeds Required of Secretarial Applicants as indicated by Personnel Directors in Six Standard Industrial Classifications . . . . . . . . . . . . . Shorthand Systems Required of Secretarial Applicants as Prerequisites for Secretarial Positions as indicated by Personnel Directors in Large Businesses 2. . . . . Minimum Manual Shorthand Speeds Required of Applicants for Secretarial Positions In Large Businesses as Indicated by Personnel Directors . . . . . . . . . . Mean Scores and Equated Shorthand Speeds In Words-Per- Minute Groupings Derived from Responses of Personnel Directors Regarding Minimum Manual Shorthand Speeds Required of Secretaries . . . . . . . . . . . Years of Service as Secretaries with Particular Large Businesses . . . . . . . . . . . . . . . . . . Shorthand System Used on the Job as Indicated by Secretaries In Large Businesses . . . . . . . . . Maximum Manual Shorthand Speeds Perceived Eeaential or Necessary to Meet Requirements of Present Secretarial Positions as Indicated by Secretaries . . xi PAGE 88 89 l07 iO9 IIO Il3 Il4 |l5 TABLE PAGE 4:I2 Maximum Manual Shorthand Speeds Perceived Easential or necessary to Meet Requirements of Present Secretarial Positions as indicated by Secretaries Who Used Shorthand on the Job . . . . . . . . . . . . . . Il6 4:I3 Mean Scores Derived from Responses of 72 Secretaries Regarding Maximum Shorthand Speeds Perceived Essential or Necessary for Secretarial Positions and Equated Speeds in Words-Per-Minute Groupings . . . . . . . . . . Ii8 4:I4 Estimated Weighted Grand Mean of 2953 Secretaries Regarding Perceived Need for Manual Shorthand . . . . . . I20 4:I5 Uses of Manual Shorthand by Secretaries to Perform Secretarial Duties . . . . . . . . . . . . . . . . . . . I2I 4:I6 Minimum Shorthand Speeds Required by Employers of Secretaries to Qualify for Present Secretarial Positions as Indicated by Secretaries . . . . . . . . . . i22 4:i7 Type of Shorthand Tests Administered to Applicants for Secretarial Positions as Indicated by 72 Secretaries and by 72 Personnel Directors . . . . . . . . I24 4:I8 Opinions of Secretaries Regarding Relationship Between Starting Salary to be Paid to and Degree of Manual Shorthand Proficiency Possessed by Applicants for Secretarial Positions . . . . . . . . . . . . . . . . . . i26 4:I9 Relationship Between Starting Salary to be Paid to and Manual Shorthand Speed in Excess of Minimum Shorthand Speed Required of an Applicant for a Secretarial Position as Indicated by Personnel Directors . . . . . . I29 xii TABLE :20 :2i :22 :23 :24 :25 :26 :27 :28 :29 :30 Use or Expected Use of Dictating/Transcribing Machines by Secretaries in Present Secretarial Positions . . . . Use or Expected Use of Shorthand Machines (Touch Short- hand) by Secretaries in Present Secretarial Positions . Methods Managers Utilized to Reply to Correspondence as Indicated by Secretaries . . . . . . . . . . . . . . A Cross Tabulation Indicating Extent of Use of Methods Utilized by Managers to Reply to Correspondence as Indicated by 72 Secretaries . . . . . . . . . . . . . . Methods Secretaries indicated They Would Prefer Managers to Use to Reply to Correspondence . . . . . . . . . . . Methods Which Managers Indicated They Used to Reply to Correspondence . . . . . . . . . . . . . . . . . . . . A Cross Tabulation Indicating Extent of Use of Methods Which 72 Managers indicated They Used to Reply to Correspondence Methods Managers Indicated That They Would Prefer to Use When Replying to Correspondence . . . . . . . . . . Responses of Managers Regarding the Hiring of Secretaries Who Have No Proficiency in Manual Shorthand . . . . . . . . . . . . . . . . . . . . . . . Reasons Why Managers Would Hire a Secretary Who Had No Proficiency in Manual Shorthand . . . . . . . . . . Reasons Why Managers Would Not Hire a Secretary Who Had No Proficiency in Manual Shorthand . . . . . . . . xiii PAGE I32 I34 I35 I37 I39 I42 I44 I46 I48 I49 I5i CHAPTER I BACKGROUND OF THE STUDY I. INTRODUCTION In a word-association exercise, it might be expected that the stimulus of the word "secretary" would elicit the word "shorthand" as one of the responses. In a constantly changing business environment, however, should shorthand be associated with the modern-day secretary? One of the motivating forces for this investigation, which deals with the need for and use of shorthand by secretaries, evolved from current litera- ture which pertained to training personnel for vocations with projected demand and which advocated on-going assessment of curriculum inputs that are germane to career paths. The importance of relevance in office education was recognized and supported by Congress with the passage of the Vocational Act of l963 (P.L. 88-2i0) and the Vocational Amendments of I968 (P.L. 90-576). This Act and its amendments were designed to improve and extend vocational education so that all persons would have vocational training or retraining opportunities consistent with the nation's manpower and employment needs and to assure flexibility in training programs to keep them up to date. A recent survey by the U. S. Department of Labor revealed that of 232 specific occupations, the greatest demand was for secretaries and stenog- raphers with a projected annual need of 237,000 throughout the I970s.' '"Where the Jobs Will be in The 705," u. 5. News 8. World Report, LXXIII, (September 6, I97i), pp. 68-69. LIV With the advent of dictating/transcribing machines, which have been vastly improved to provide greater fidelity of voice reproduction, the setting of today's office may feature extensive use of automated equip- ment. More recently, word-processing centers have been credited with significantly reducing the turnaround time from word originator to finished document. Perhaps the need for shorthand by secretaries has diminished to theiextent that economy-conscious management is concerned with spiraling offhce costs and has exchanged the traditional dictator-secretary team, whhch takes the time of two people to originate correspondence, for the convenience of such technological devices as dictating/transcribing nechines and word-processing systems. It is possible that the customary emphasis on the development of highly skilled shorthand writers is becoming obsolete as more secretaries, fortified with expertise In language skills, have been delegated the responsibility of composing much of the office correspondence. Perhaps the requirement for shorthand proficiency of secretaries is nerely a screening device retained by personnel department policy as a secretary-selection scheme. Only those who have survived the rigors of a shorthand—training program and who have demonstrated, thereby, their above-average language skills are chosen for secretarial employment, but their selection is not predicated on the basis that shorthand is a needed prerequisite for secretaries to perform their daily secretarial duties. if the knowledge of shorthand is being used essentially as a personnel- seiectlon device by employers, this criterion is an expensive selection system for the aspirant to a secretarial position in terms of time and money spent to acquire this knowledge. If shorthand is not needed by secretaries on the job, perhaps perfected language skills could be acquired more efficiently by those who desire to become secretaries if they took courses designed principally to strengthen language skills rather than courses designed principally to teach a shorthand system. Traditionally, though, manual shorthand has been an integral component of a secretarial curriculum. However, keeping in mind the inevitable chang- ing needs and practices of business and being cognizant of the clear mandate to business educators to keep abreast of these changes, this researcher deemed it expedient to probe again the need for shorthand as perceived by secretaries, managers, and personnel directors. Perhaps there still is an intense need for the use of shorthand by secretaries in order for them to perform adequately on the Job, and perhaps employers are willing to pay wage premiums based on shorthand proficiency. These economic rewards might provide incentives for students to acquire high-level shorthand proficiency. The final evaluation of the importance of shorthand in the secretarial curriculum should surely be based on the need for this skill in order for the secretary to succeed on the Job. if the need for shorthand has declined greatly or has become nonexistent, the paramount position which shorthand has customarily occupied in the secretarial-training program Is no longer justified. II. STATEMENT OF THE PROBLEM The problem of this study was to determine if secretaries employed by large businesses need and use shorthand to perform their secretarial duties. Questions Related to the Problem As facets and derivatives of the principal problem of this study, the following questions posed subproblems: What are the differences in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who work for top managers and the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who work for other managers? What are the differences by Standard Industrial Classification of business in the degrees of manual shorthand proficiency needed by secre- taries as perceived by secretaries who work for large businesses within these classifications? What are the differences by Standard industrial Classification of business in the degrees of manual shorthand proficiency required of secretaries who work for large businesses within these classifications as indicated by personnel directors? What are the differences between the degrees of manual shorthand proficiency required of secretaries at the time that they are hired as indicated by personnel directors and the degrees of manual shorthand proficiency which secretaries perceived were needed on the job? What are the differences between the levels of manual shorthand proficiency which secretaries indicated were required of them at the time that they were hired and the levels of manual shorthand proficiency which secretaries perceived that they needed on the job? What systems of manual shorthand are utilized by secretaries? What methods do managers utilize to reply to correspondence and what are the correlations between: (I) the methods managers utilize and the methods they would prefer to utilize, (2) the methods managers utilize and the methods their secretaries would prefer that managers would utilize, and (3) the methods managers would prefer to utilize and the methods their secretaries would prefer that the managers would utilize? Are there differences in starting salaries for secretaries based on manual shorthand proficiency which is in excess of the minimum manual shorthand proficiency requirement? Solutions to these questions were sought by seeking responses from secretaries, managers, and personnel directors employed by large businesses in the Michigan cities of Detroit, Highland Park, and Hamtramck. III. PURPOSE OF THE STUDY The purpose of this study was to provide information which could lead to improved secretarial-training programs by ascertaining the need for and use of shorthand by secretaries so that business education teachers and guidance counselors could be provided with information which would enable more effective guidance to those individuals who are thinking about choosing or changing careers in the next few years. Acquisition of high-level shorthand proficiency ordinarily takes from one to two years of study. in the curriculum of today, however, there are many demands on a secretarial student's time for courses, other than shorthand, which have been designed to train students to adequately meet the demands of secretarial positions. it was the contention of this investigator that emphasis on the development of a high degree of shorthand expertise should be de-emphasized if high shorthand speeds are not needed by a secretary. Furthermore, shorthand should be dropped from the secretarial curriculum if shorthand is not needed or used by secretaries. IV. DELIMITATIONS OF THE STUDY Only large businesses with a net asset value of Si million, minimum annual sales of $5 million, a minimum of 250 employees, and headquartered in the Michigan cities of Detroit, Highland Park, and Hamtramck were included in this study. Only large businesses in the six Standard Industrial Classifications of Manufacturing Industries; Transportation, Communication, and other Public Utilities; Wholesale Trade; Retail Trade; Finance, insurance, and Real Estate; and Services were included in this study. Large businesses not included in this study were foreign corporations; professional and consulting organizations, such as hospitals and engineer- ing services; credit agencies; and some types of financial and insurance institutions since these types of businesses were generally not included in the Million Dollar Directory, l972. This study was not an effort to compile a list of the duties and reSponsibiIities of secretaries. No effort was made in this study to rate successful versus unsuccess- ful secretaries nor did the study seek to determine the Job satisfaction of secretaries based on their use or nonuse of shorthand. Only two stratifications of management were used for this study: top management and other management. Other management was not further stratified because management classifications, below the level of top management, vary considerably among companies and because it was thought that management at lower echelons, such as first-line management, might not have personal secretaries assigned to them. V. LIMITATIONS OF THE STUDY There Is a lack of agreement, both in the literature and In company practice, as to the definition and classification of both secretaries and management. Therefore, classification of individuals interviewed in a particular large business may have varied considerably from the classifi- cations these individuals might have had in another large business in this study. Bias may have been introduced into the findings by misinterpretation or misunderstanding on the part of either the interviewer or the respondent during the personal interview process. Error may have been introduced into the findings through weaknesses in the construction of the interview guides. The possibility exists, although it was assumed remote, that all large businesses in the Michigan cities of Detroit, Highland Park, and Hamtramck may not have been included in the Million Dollar Directory, i972, which was used as the source document to identify the large businesses included in this study. Although confidential treatment of the responses received from those interviewed was assured and emphasized by the investigator at the start of the personal Interviews, and it was assumed that all responses were accurate and reliable, dishonest or untruthful answers may have distorted the findings. The variability between shorthand speeds needed on the job as per- ceived by secretaries versus measured (clocked) shorthand dictation speeds remains unknown in this study. Perceived shorthand speeds needed were used in this study because of the impracticaiities of measuring actual shorthand dictation speeds as experienced by previous researchers. It was felt, also, that if companies did permit observation and measurement of the dictation process by the dictator-secretary team, the situation would be unnatural and contrived. Vi. DEFINITION OF TERMS The following terms are used in this study and are defined to provide a coumon base for understanding. Bias is "the intrusion of unwanted or unplanned interviewer influence in the interviewer process."2 A dictating-transcribing machine (also known as a voice recorder) is a machine designed to record dictation which can subsequently be played back to a transcriptionist who types that which has been dictated. Proficiency is an indication of manual shorthand skill or competency. Zero proficiency would indicate no manual shorthand skill or ability. A large business is a business with a net asset value of SI million,3 a minimum annual sales of $5 million, and a minimum of 250 employees. Mbchine shorthand is "the system of writing shorthand notes with the aid of a keyboard device which types the notes on a tape."4 Stenotype and Stenograph are two common trade names of these mechanical devices. Manual shorthand (also known as pen shorthand) may be either symbol or alphabet shorthand. symbol shorthand is "a method of rapid handwriting using extremely simple strokes in place of letters often with other abbreviating devices."5 Examples of symbol shorthand systems include the methods of Gregg, Pitman, and Thomas. 2Robert L. Kahn and Charles F. Canneil, The Dynamics of Interviewing, (New York: John Wiley & Sons, I957), p. 59. 3Million Dollar Directory, I972 (New York: Dun & Bradstreet, inc., I97i), p. iv. 4Herbert A. Tonne, Principles of Business Education (New York: Gregg Publishing Division, McGraw-Hili Book Company, Inc., l96l), p. 393. 5The American College Dictionary (New York: Random House, I955), p. II20. Alphabet shorthand is a shorthand system in which the a_§_g_alphabet ls used with the shortening effected by arbitrary contractions and a few extra characters are obtained by modification of existing letters. Alphabet shorthand, like symbol shorthand, gives a phonetic representation of the spoken word. Examples of alphabet shorthand systems include the methods of Fbrkner, Speedbriting, and Stenoscript ABC. The Standard Industrial Classification (SIC) is a system of classify- ing businesses by type of activity in which they are engaged. Businesses are classified according to a numbering system to facilitate collecting, tabulating, presenting, and analyzing data relating to these businesses. The purpose of the SIC classification is to promote uniformity and comparability In the presentation of statistical data collected by various agencies of the United States Government, state agencies, trade associa- tions, and private research organizations.6 The managers of a business are those individuals who coordinate and integrate the activities of the nonmanagerial employees. Managers have the responsibility of getting things done by and through others. Their role is supervisory in nature. The functions of management include cre- ating, planning, organizing, motivating, communicating, and controlling.7 pr management (also known as administrative management) refers to Those managers responsible for establishing top-level or basic policies in an organization. This level of management includes the president and The vice-presidents of a business. 6The Directory of Michigan Manufacturers (Detroit: Manufacturer pUbllsthg Company, l97l), p. 399. 7Herbert G. Hicks and C. Ray Guilett, Modern Business Management (New York: McGraw-Hill Book Company, I974), p. 79. Other management (middle and first—line management) includes all management personnel of large businesses with the exception of the top management. A secretary is any employee who was classified as a secretary by the personnel departments of the large businesses in this study. The National Secretaries Association defined a secretary as "an assistant to an executive, possessing mastery of office skills and ability to assume responsibility without direct supervision, who displays initia- tive, exercises judgment, and makes decisions within the scope of her authority."8 In the judgment of this investigator, this definition by the NSA typifies an "ideal" secretary, but does not describe in practice all who are classified as "secretaries." VII. RESEARCH HYPOTHESES The following hypotheses, stated as research hypotheses, were tested for this study. Hypothesis I: There will be a difference in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who work for top management and the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who work for other management levels . Hypothesis 2: There will be a difference in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who are employed by large businesses classified within any one of the six 8National Secretaries Association cited by J. Marshall Hanna, Estelle L. Popham, and Esther thn Beamer, Secretarial Procedures and Administration (5th ed; Cincinnati: South-Western Publishing Company, I968), p. 3. Standard Industrial Classifications of business used in this study when compared to the degrees of manual shorthand proficiency needed by secre- taries as perceived by secretaries employed by large businesses classified within any one of the five remaining Standard industrial Classifications of business used in this study. Hypothesis 3: There will be a difference in the degrees of manual shorthand proficiency required of secretaries as indicated by personnel directors representing large businesses classified within any one of the six Standard industrial Classifications of business used in this study when compared to the degrees of manual shorthand proficiency required of secretaries as indicated by personnel directors representing large busi- nesses in any one of the five remaining Standard Industrial Classifica- tions of business used in this study. Hypothesis 4: There will be a positive relationship between the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries on the job and the degrees of manual shorthand proficiency required of secretaries at the time they were hired as indicated by personnel directors. Hypothesis 5: There will be a positive relationship between the degrees of manual shorthand proficiency required of secretaries at the time that they were hired by their employers as indicated by secretaries and the degrees of manual shorthand proficiency needed by secretaries on the job as perceived by secretaries. Hypothesis 6: There will be a difference in the number of secre- taries who use a symbol shorthand system and the number of secretaries who use an alphabet shorthand system in their secretarial positions. Hypothesis 7: There will be a positive relationship between the methods practiced by managers to reply to their correspOndence and the methods preferred by managers to reply to their correspondence. Hypothesis 8: There will be a positive relationship between the nethods which managers practice to reply to their correspondence and the methods which their secretaries would prefer that the managers would practice to reply to their correspondence. Hypothesis 9: There will be a positive relationship between the methods which managers would prefer to practice when replying to their correspondence and the methods which their secretaries would prefer that the managers would practice when replying to their correspondence. VIII. PROCEDURES The Million Dollar Directory, l972, a publication of the well-known research organization of Dun & Bradstreet, inc., was used as the source document to identify the large businesses included in this investigation. A large business was identified as one with a net asset value of SI million, a minimum annual sales of $5 million, and a minimum of 250 employees. One hundred forty-six businesses headquartered in the Michigan cities of Detroit, Highland Park, and Hamtramck were classified as large businesses using these restrictions. Of these I46 large busi- nesses, II7 remained in the study, and these businesses were stratified into one of the following Standard Industrial Classifications by SIC number: Manufacturing industries; Transportation, Communication, and other Public Utilities; Wholesale Trade; Retail Trade; Finance, insurance, and Real Estate; and Services. The management of each of the ii7 large businesses was stratified into two levels of management: top management and otherimanagement. Secretaries employed by the II7 large businesses, as Identified by the personnel departments of these businesses, were stratified into two categories: toplmanagement secretaries and other management secretaries. Selection of the Sample of Secretaries Six top management secretaries and six other management secretaries were randomly selected from the total secretaries employed by the large businesses In each of the six Standard Industrial Classifications. Fer example: Of the i30l secretaries employed by large businesses In the Manufacturing industries SIC, 6 secretaries were randomly selected from the 262 secretaries classified as top management secretaries and 6 secre- taries were randomly selected from the I029 secretaries classified as other management secretaries. A similar random selection process was employed for each of the remaining Standard Industrial Classifications used in this study until a sample of 72 secretaries was drawn from the total population of 2953 secretaries. Personal interviews The normative-survey method, using personal Interviews as the data- coliectlng technique, was selected for this study. Data were collected from a total of I84 personal interviews. These interviews were held with the 72 randomly selected secretaries and with the 72 managers to whom these secretaries reported. Personal interviews were also held with a minimum of five personnel directors In each of the six Standard industrial Classifications for a total of 40 Interviews with personnel directors. Interview instruments Three interview instruments, which are referred to as the Interview Guide - Secretaries (lG-S), the Interview Guide - Managers (IG-M), and the Interview Guide - Personnel Directors (lG-PD), were constructed and used as guides during the Interviews. These guides were deveIOped to promote standardization and objectivity In the interviews. Analysis of the Data Two-way analysis of variance was used to determine if there was a difference in the need for shorthand proficiency as perceived by secre- taries who worked for top management and the need for manual shorthand proficiency as perceived by the secretaries who worked for other levels of management. This analysis of variance test also statistically revealed any differences In the need for manual shorthand proficiency as perceived by the secretaries who worked for the different Standard Industrial Classifications of business. One-way analysis of variance was used to test differences in the need for manual shorthand proficiency required of secretaries by personnel directors representing the businesses in the six Standard Industrial Classifications of business. A Pearson product-moment correlation was calculated to assess the relationship between the need for manual shorthand as perceived by secre- taries and the need for manual shorthand required of secretaries by personnel directors at the time secretaries were hired. A Pearson product-moment correlation was calculated to determine the relationship between the need for manual shorthand proficiency required l5 of secretaries at the time they were hired by their employers and the need for manual shorthand proficiency required on the job as perceived by secretaries. Chi-square analysis was utilized to determine whether there was a difference in the number of secretaries who used symbol shorthand and the number of secretaries who used alphabet shorthand. Spearman's rank-difference correlation coefficients were calculated to determine relationships between preferences and practices of managers and of secretaries when replying to correspondence. A broader and more detailed description of the methods and procedures followed to collect and analyze the data for this study Is presented in Chapter III. IX. ORGANIZATION OF THE STUDY Chapter I introduces the study, states the problem and presents questions related to the problem, gives the purpose of the study, indicates the delimitations and limitations, defines terms used In this research project, indicates the research hypotheses to be tested, and gives a brief overview of the procedures. Chapter II presents a review of related research. The format of the footnotes varies in Chapter ll from the format of the footnotes In the remaining chapters of this study. The standard practice of placing at the bottom of each page all of the footnotes for citations on that page Is followed in Chapters I, III, IV, and V of this study. However, because of the numerous references to be found In Chapter II, a modified references- cited format of footnoting is followed to provide for a clear communica- tlon of the findings of the related research. In his style manual for thesis writing, Campbell stated the following in Chapter 3 - "Footnote and Bibliographical References": Consistency in form is a virtue to the extent that it achieves the purposes stated above El. To amplify the ideas of information beyond the point deemed sufficient for the text. 2. To establish the validity of evidence. 3. To acknowledge indebtedness.] in a way that communicates clearly and briefly to the anticipated reading audience. No single form can satisfy all demands. What follows, therefore, reflects a variety of practices, with some appargnt advantages and disadvantages of alternative choices. . . . Chapter ill describes in detail the methods and procedures followed to organize the research study, collect the data, and indicates the manner by which the data were processed. Chapter IV contains a two-part analysis of the data. Chapter V presents the summary of the study, conclusions drawn, and recommendations based upon the findings of this research. 9Wiiliam Giles Campbell, Form and Style in Thesis Writing (3d. ed; Boston: Houghton Miffiin Company, i969), p. 23. CHAPTER II FINDINGS OF RELATED RESEARCH I. INTRODUCTION Chapter ll contains findings from 45 research projects which were deemed related to this research. Of the 45 studies, I3 were completed on the doctoral level, 26 were completed to fulfill requirements for masters' degrees, and 6 were independent research studies. All studies referred to in this review are dated i960 or later since it was felt that studies dated prior to I960 would lack sufficient relevancy to be compared with this study. Most of the studies, which were either typed or microfilmed copies, were made available to the reviewer through the facilities of the inter- library Loan Division of the Michigan State University Libraries. To aid the reader in making comparisons of the findings of the various researchers which pertained to similar areas of investigative interest, many of these findings were organized in tabular form in Chapter II. A modified references-cited format of footnotes, using the author-and- number system, is used In Chapter II to provide for a clear communication of the findings of the 45 studies which are reviewed for this chapter. An alphabetical listing of the research references, which have been numbered sequentially, Is shown on pages 52 through 55 of this chapter. Items In this enumerated listing, under the heading of References Cited, are referred to in the text and in the tables by use of the identifying numbers which are enclosed by parentheses and which are located adjacent to the names of the researchers. Digests of the 45 research studies referred to in this chapter are contained in Appendix E. Although standardization of research questions was not necessarily expected, the findings shown In the tables In this chapter are limited by the lack of standardization of questions in the survey instruments of the various researchers. Dissimilarity in methods of reporting the find- ings also handicapped the interpretation of the studies. This lack of standardization In the survey instruments and the dissimilarity in report- ing findings may have caused distortions in the figures reported in the tables included in Chapter II. Four examples of variation in the related research studies follow: (I) Some researchers seemed to have equated the responses of "seldom, if ever" with "never." (2) There was considerable lack of uniformity in reporting shorthand speed requirements in words-per-minute groupings. (3) One researcher, who specifically asked that "only secretaries who use shorthand on the job" be asked to complete the questionnaire, found that IOO percent of the secretaries said that they used shorthand on the job and concluded that shorthand was used by IOO percent of the secretaries In that survey. Without the researcher's specific directive that "only secretaries who use shorthand on the job" be asked to complete the question- naires, might the findings regarding the use of shorthand by secretaries have been different in that survey? (4) Some researchers reported "current use of shorthand on the job" percentages based on the total number of respondents to the study rather than basing the percentages on the number of those respondents who reported that they were currently working at the time of their responses. II. NAME OF SHORTHAND SYSTEM STUDIED OR UTILIZED ON THE JOB Most researchers did not Indicate the name of the manual shorthand system which had been studied by former students nor did other researchers Indicate the name of the manual shorthand system used on the job by the respondents. This Information would have been of particular interest to this researcher. However, Fujii (i3) reported in her study of secretaries in Honolulu, Hawaii that when 83 secretaries were asked to indicate the system of shorthand that they used on the job, 9l.6 percent indicated Gregg, 3.6 percent Indicated Pitman, 2.4 percent indicated ABC or Briefhand, while the remaining 2.4 percent indicated "other." III. USE OF SHORTHAND BY SECRETARIES AS INDICATED BY SECRETARIES Research studies by Cook and Shapiro (i0); Fujii (l3); Justis (22); Lanham, Lanham, Herscheimann, and Cook (27); Levine (29); Lloyd (30); McKee (34); Paddock (36); Wagoner (4i); and Webster (44) contained find- Ings pertaining to the use of shorthand by secretaries as Indicated by respondents who were secretaries. Justis (22) and Fujii (i3) reported that lOO percent of the secre- taries who responded to their studies used shorthand on the job, while Lanham, Lanham, Herscheimann, and Cook (27) reported a 60 percent utiliza- tion of shorthand by secretaries and stenographers In the l6 to 24 year-old group, which was the lowest percentage of utilization reported In the ten studies. Table 2:I indicates the findings of these ten research studies, which were listed in chronological order by date of study In an effort to discern trends regarding the use or nonuse of shorthand by secretaries over the years of these studies. 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N.00 0.0. mm .mm. ++o:0.0x m+:00:+m 005000 we 00+0000m m0 +:0e>0+09m 00+ 000+mv0m 00000w 00.00 00.00 - 00.0. 00.00 00.00 0.. .0: 0.000000: 00.00+0000m >3 +000 +:0s>o.05wl000 :0 000000 000000 0:0:+00:m 00+ .E.a.3 .E.a.3 .E.q.3 .E.0.3 .E.a.3 .E.0.3 0+:00coam0m 00:0000m0m 00 00.l00 + 0N. 0N.l00. 00.l00 00l00 +0 000532 +0 0202 0+::.z 000 00002 :. 000000 0:0:+0o:m mw.630m Iomm owh03¢zm «Om mommam oz, Paddock (35), and Wagoner (4|). 42 Table 2:I2 shows ThaT of 99l secreTaries, 58l or 58.6 percenT said ThaT They used dicTaTing/Transcribing machines in The performance of Their secreTarlaI duTies. TABLE 2:l2 USE OF DICTATING/TRANSCRIBING MACHINES BY SECRETARIES AS INDICATED BY SECRETARIES IN SEVEN RESEARCH STUDIES Name of ToTal Number Using PercenT Using Researcher SecreTarles Transcriber Transcriber McKee (34) 285 245 86.0 JusTis (22) 64 44 68.8 Lloyd (30) I68 90 53.6 Levine (29) I96 93 47.5 Paddock (36) 50 20 40.0 Wagoner (4|) I45 58 40.0 Fujii (I3) 83 3| 37.3 TOTAL 99l 58I 58.6 Two oTher sTudies (noT shown in a Table) included findings regarding The use of or expecTed use of dicTaTing/Transcribing machines. Lawrence (28) found in his sTudy of female office workers ThaT 95 or 25.0 percenT used dicTaTing/Transcribing machines. Wagoner (4|) found In her sTudy ThaT of I45 execuTives, 83 or 57.2 PercenT expecTed secreTaries To be able To use dicTaTing/Transcribing machines. In addiTion To using dicTaTing/Transcribing machines To record C”(i‘l'aaflon, some secreTaries recorded dicTaTion direcTIy aT The TypeerTer and some used machine shorThand To record dicTaTion. 43 XV. USE OF THE TYPEWRITER TO DIRECTLY RECORD DICTATION AS INDICATED BY SECRETARIES lN FOUR RESEARCH STUDIES The sTudies of Geller (l4), Kanger (24), Powell (37), and Wagoner (4i), conTained findings indicaTing ThaT secreTaries used The TypewriTer To direcTIy record dicTaTion. Table 2:I3 shows ThaT of 467 respondenTs, 235 or 50.3 percenT said ThaT They used The TypewriTer To record dicTaTion. TABLE 2:I3 SECRETARIES WHO INDICATED THEY USED THE TYPEWRITER TO DIRECTLY RECORD DICTATION AS REPORTED IN FOUR RESEARCH STUDIES Name of ToTaI Number Who PercenT Who Researcher RespondenTs Used TypewriTer Used TypewriTer Wagoner (4i) l45 l03 7|.0 Powell (37) 222 l0l 45.5 Geller (I4) 60 26 43.0 Kanger (24) 40 5 l2.5 TOTAL 467 235 50.3 Wagoner (4i) also found ThaT of I45 execuTives surveyed, l00 or 69.0 percenT expecTed ThaT Their secreTaries would be able To use The TypewriTer To Take direcT dicTaTion as a meThod of replying To correspon- dence. XVI. USE OF MACHINE SHORTHAND TO RECORD DICTATION Research findings regarding The use of machine shorThand, e.g. STONoType or STenograph, were reporTed by Biggers (7), Drexler (l2) 44 Fujii (l3), and Wagoner (4|). The findings of These four researchers were noT included In a Table in This review. Biggers (7) found ThaT personnel direcTors in 97 firms indicaTed ThaT employees used machine shorThand To record dicTaTion in 6 or 6.2 percenT of These firms. She also found ThaT of l874 TranscripTion workers employed by These 97 firms, 32 or I.7 percenT used machine shorT- hand on The job. Drexler (I2) compared The use of machine shorThand on The job by former sTudenTs of Two-year colleges and high schools locaTed in New York STaTe. She found ThaT of ll6 former Two-year college sTudenTs, 63 or 54.3 percenT used machine shorThand on The job. Her sTudy also reporTed ThaT of I32 former sTudenTs of New York CiTy high schools, l6 or l2.l percenT used machine shorThand, while of 94 former high school sTudenTs of UpsTaTe and Long island high schools, l3 or l2.l percenT used machine shorThand on The Job. Fujii (l3) found ThaT of 92 personnel direcTors who responded To her survey, 52 or 56.5 percenT reporTed ThaT employees used machine shorThand for "25 percenT or less" of Their ToTaI dicTaTion. This may possibly have meanT ThaT no employees used machine shorThand since personnel direcTors were noT offered a choice like "machine shorThand is noT used by employees in This firm." Wagoner (4i) found ThaT of I45 execuTives who responded To her sTudy, 49«or 33.8 percenT expecTed ThaT Their secreTaries could Take dicTaTion using machine shorThand. Wagoner (4|) also found ThaT of I45 secreTaries, I7 or ll.7 percenT huiicaTed ThaT They used machine shorThand To some exTenT in The perfor- mance of Their secreTarial duTies. 45 XVII. COMPOSITION OF LETTERS ON THE JOB BY FORMER SHORTHAND STUDENTS AS INDICATED BY THESE STUDENTS IN EIGHT RESEARCH STUDIES Research sTudies by AshworTh (2), Geller (i4), Kalchoff (23), Kanger (24), Kelly (25), Marcellis (32), Powell (37), and Vrieze (40), revealed findings perTalning To The composiTion of IeTTers on The Job by former shorThand sTudenTs who were noT necessarily employed as secreTar- ies. Some InvesTlgaTors made a disTincTion beTween leTTers composed wiTh lnsTrucTions versus leTTers composed wiThouT lnsTrucTions, buT This dis- TincTion Is noT made In The Tables shown in SecTions XVII, XVIII, and XIX. Table 2:I4 shows findings of eighT researchers. Of 907 former sTudenTs who responded, 650 or 7l.7 percenT said They composed IeTTers. TABLE 2:I4 FORMER SHORTHAND STUDENTS WHO SAID THEY COMPOSED LETTERS ON THE JOB AS INDICATED BY EIGHT RESEARCH STUDIES Name of ToTal Number Who PercenT Who Researcher RespondenTs Composed LeTTers Composed LeTTers Kelly (25) I20 l03 85.8 Vrieze (40) l39 III 80.0 Geller (l4) 60 45 75.0 Powell (37) 222 i66 74.8 AshworTh (2) 68 46 67.7 Kanger (24) 47 29 6i.7 Marcellis (32) 73 44 60.3 Kalchoff (23) I78 I06 59.6 __ TOTAL 907 650 7|.7 46 XVIII. COMPOSITION OF LETTERS ON THE JOB BY SECRETARIES AND STENOGRAPHERS AS iNDICATED BY SECRETARIES AND STENOGRAPHERS IN FOUR RESEARCH STUDIES Findings regarding The composiTion of IeTTers on The job by secreTaries and sTenographers as indicaTed by secreTaries and sTenographers were revealed in The sTudies of Fujii (I3), JusTis (22), Levine (29), and Wagoner (4i). Table 2:I5 shows ThaT of 488 secreTaries and sTenographers who responded To These four sTudies, 447 or 9i.6 percenT indicaTed ThaT They composed IeTTers on The Job. TABLE 2:l5 COMPOSITION OF LETTERS ON THE JOB BY SECRETARIES AND STENOGRAPHERS AS INDICATED BY SECRETARIES AND STENOGRAPHERS IN FOUR RESEARCH STUDIES Name of ToTal Number Who PercenT Who Researcher RespondenTs Composed LeTTers Composed LeTTers JusTis (22) 64 64 l00.0 Wagoner (4i) i45 l39 96.0 Levine (29) I96 I78 90.8 Fujii (I3) 83 66 80.0 TOTAL 488 447 9i.6 XIX. FORMER SHORTHAND STUDENTS WHO COMPOSED LETTERS ON THE JOB AS INDICATED BY PERSONNEL DIRECTORS IN THREE RESEARCH STUDIES Research sTudies by Fujii (I3), Kanger (24), and Kelly (25) included findings perTalning To The composiTion of IeTTers by former shorThand STudenTs who were noT necessarily employed as secreTaries as indicaTed by Personnel dl recTors . Table 2:I6, page 47, shows ThaT personnel direcTors reporTed ThaT of 250 former shorThand sTudenTs, l85 or 74.0 percenT composed IeTTers. 47 TABLE 2:I6 FORMER SHORTHAND STUDENTS WHO COMPOSED LETTERS ON THE JOB AS INDICATED BY PERSONNEL DIRECTORS IN THREE RESEARCH STUDIES Name of ToTaI Number Who PercenT Who Researcher RespondenTs Composed LeTTers Composed LeTTers Kelly (25) II8 I03 87.3 Fujii (I3) 92 6| 66.3 Kanger (24) 40 2| 52.5 TOTAL 250 i85 . 74.0 Two sTudies reporTed findings (noT included in a Table in This review) regarding The composiTion of IeTTers on The Job as an expecTed job duTy of secreTaries and sTenographers by execuTives and personnel direcTors respecTively. Wagoner (4|) found in a sTudy of I45 execuTives, I38 or 95.0 percenT expecTed secreTaries To be able To compose IeTTers. Lamb (26) found ThaT of 55 personnel direcTors, 38 or 69.I percenT expecTed ThaT sTenographers should be able To compose IeTTers. The nexT porTion of This review of relaTed research perTains To some meThods uTiIized and preferred by managers when replying To correspondence. XX. SOME METHODS PREFERRED AND UTILIZED BY MANAGERS WHEN REPLYING TO CORRESPONDENCE Fujii (I3) reporTed findings of preferred meThods of dicTaTion bYiexecuT'ives in Honolulu, Hawaii, as lndicaTed by 92 personnel direcTors Who represenTed ThaT many firms. Her findings, which are presenfed in an informal Table on page 48 of This sTudy, are adapTed from Table 8, p. 37 Of her sTudy . 48 Responses of Preferred MeThod of DicTaTion Personnel DirecTors PercenT Manual (wriTTen) shorThand 55 59.8 Machine shorThand -- -- Voice TranscripTIon il I2.0 Manual or machine shorThand 2 2.2 Manual shorThand or voice TranscripTIon 2 2.2 No preference indicaTed I8 I9.6 No response 4 4.3 92 I00.I Of The 92 personnel direcTors who responded To The Fujii (I3) survey, 55 or 59.8 percenT said ThaT The mosT preferred meThod of dicTaTion by execuTives involved The execuTive-secreTary Team where The execuTive dicTaTed To The secreTary who recorded The dicTaTion in manual (erTTen) shorThand. ManggergJoTTed rep|y_in macgin of Incoming_corresgondence,»secreTary made copy of correspondence wiTh marginal noTaTion on copying machine; and ggpy or original was reTurned To sender. Wagoner (4|) found ThaT of I45 secreTaries, 84 or 57.9 percenT said ThaT aT Times The managers To whom ‘They reporTed uTiIized The meThod of JoTTing a reply in The margin of Incoming correspondence, which They made a copy of and reTurned To The sender as a meThod of replying To correspondence. Wagoner (4i) also found ThaT of I45 execuTives, 97 or 66.9 percenT I"dicaTed ThaT They expecTed secreTaries To be able To handle replies To COrTfiaspondence when responses were JoTTed in The margin of incoming cOff‘espondence. 49 Mangger used longhand. AshworTh (2) and Kalchoff (23) reporTed findings from follow-up sTudies of former shorThand sTudenTs while Levine (29) and Wagoner (4i) revealed findings from surveys of secreTaries regarding The use of longhand by managers when replying To correspondence. Table 2:l7 shows ThaT of 587 secreTaries and former shorThand sTu- denTs who responded To The four sTudies, 493 or 84.0 percenT said ThaT managers To whom They reporTed, wroTe ouT replies in longhand as a meThod of iniTiaTing responses To correspondence. TABLE 2:I7 USE OF LONGHAND BY MANAGERS TO REPLY TO CORRESPONDENCE AS REVEALED IN FOUR RESEARCH STUDIES Number of PercenT of Managers Who Managers Who Name of ToTaI WroTe Replies WroTe Replies Researcher RespondenTs in Longhand In Longhand Wagoner (4|) I45 I35 93.I Levine (29) I96 I7l 87.2 Kalchoff (23) I78 I42 80.0 AshworTh (2) 68 45 66.2 TOTAL 587 493 84.0 Wagoner (4|) also found ThaT of The I45 execuTives who responded To IWN‘ sTudy, l35 or 93.I percenT said They would expecT Their secreTaries To be able To prepare correspondence from Their longhand replies. To conclude This review of relaTed research, a few summary sTaTe- menTs are made in The nexT parT of This chapTer. 50 XXI. SUMMARY STATEMENTS The findings of 45 research sTudies were included In This review of relaTed research. SevenTeen formal Tables and one Informal Table were consTrucTed To assisT one In making a comparison of The findings of The various researchers. Findings which perTained To The use of shorThand by secreTaries, shorThand speeds needed by secreTaries, and meThods preferred by managers when replying To Their correSpondence as indicaTed by secreTaries, managers, and personnel direcTors were of greaTesT inTeresT To This invesTigaTor. However, findings from oTher sTudies regarding The use of shorThand by office personnel, oTher Than secreTaries, were Included in This review as well. STudies perTalning To The use of shorThand by former high school and posT high school shorThand sTudenTs were Included since iT was assumed ThaT a majoriTy of These sTudenTs sTudied shorThand for vocaTIonaI use. From The findings of The previous researchers, iT would appear ThaT shorThand was used by more of Those office personnel who were classified as secreTaries Than IT was used by Those office personnel who were oTherwlse classified. In many of The follow-up sTudies, findings perTalning To The use of shorThand on The Job by former shorThand sTudenTs were reporTed, buT The use of shorThand by These former sTudenTs In associaTion wiTh Their specific Job TITies was noT reporTed. ThaT Is, some sTudies revealed general employmenT sTaTisTics of former sTudenTs, buT They did noT reveal If ‘Those who were employed as secreTaries were also Those who used shorThand In 'The performance of Their secreTarial duTies. Table 2:I shows ThaT 80.5 percenT of The secreTaries lndicaTed ThaT They used shorThand on The job. Table 2:2 shows ThaT 74.4 percenT of The f0filler posT high school sTudenTs, who were noT necessarily employed as 5| secreTaries, used shorThand on The Job. Table 2:3 shows ThaT 50.7 percenT of The former high school sTudenTs, who were noT necessarily employed as secreTaries, used shorThand on The Job. As parT of The requiremenTs for his docToraI degree, Barr (4) analyzed, classified, synThesized, and summarized 220 masTers' and docToraI Theses which were wriTTen on The subjecT of shorThand. included in his summary of research findings regarding The occupaTlonal use of shorThand, Barr concluded ThaT shorThand Is noT used on The job by many graduaTes who had compieTed shorThand courses. Barr based This conclusion on findings conTained in research sTudies which revealed aT The one exTreme ThaT 47.l percenT of The former shorThand sTudenTs used shorThand on The Job while aT The oTher exTreme ThaT 70 percenT of The former shorThand sTudenTs used shorThand on The Job. The reasons given by The graduaTes for noT using shorThand included: lack of efficiency, dislike for shorThand, lack of confidence, and change of vocaTion. On The basis of The findings regarding The use of shorThand as reporTed in The research sTudies reviewed for This chapTer, however, one would defInITer noT agree wiTh Barr's conclusion ThaT shorThand is noT used on The job by many graduaTes who had sTudied shorThand if They are employed as secreTaries. JusT over four-fifThs of The secreTaries who responded To research surveys included in This review indicaTed ThaT 1'hey used shorThand in The performance of Their secreTariaI duTies. FTtun This review of relaTed research, Therefore, IT Is concluded ThaT The abIIiTy To wriTe shorThand is sTI II an imporTanT Tool for The secreTary. ChapTer I|I presenTs The meThods and procedures followed To collecT The daTa for This research sTudy. 52 REFERENCES CITED (I) Mary Ellen Adams, "A STudy of SelecTed GraduaTes of The Indiana UniversITy Four-Year SecreTariaI Program (unpublished DocTor's disserTaTion, Indiana UniversITy, I968). (2) MarTha Salmi AshworTh, "Follow-Up of GrossmonT College SecreTarial STudenTs as a Basis for Curriculum ModificaTion" (unpublished MasTer's Thesis, San Diego STaTe College, I965). (3) Ronald J. Baron, "A STudy of SecreTariai GraduaTes To DeTermine OompeTency in lnITiai EmploymenT wiTh implicaTions for improvemenT of The SecreTarial Curriculum" (unpublished MasTer's Thesis, Wisconsin STaTe UniversITy [WhiTewaTer], I970). (4) James Elvin Barr, "An Analysis, CIassIflcaTion, and SynThesis of Research Findings In ShorThand and TranscripTIon I957-l967" (unpublished DocTor's disserTaTion, UniversITy of Oklahoma, I97I). (5) BeTTyann BaTTisT, "A Follow-Up STudy of SecreTariaI Science GraduaTes from The NorTh CenTral Technical InsTiTuTe, Wausau, Wisconsin, I962 Through I968" (unpublished MasTer's Thesis, Wisconsin STaTe Univer- siTy [Eau Claire], I969). (6) Lloyd A. Behl, "A Follow-Up of GraduaTes of Lake Mills, Wisconsin High School ShorThand Classes" (unpublished MasTer's Thesis, WIsconsin STaTe UniversITy [WhiTewaTer], I969). (7) Beverly A. Biggers, "The STaTus of ShorThand and Recording Machines Used for DicTaTion in RepresenTaTive Business Firms in Columbus, Ohio in I969" (unpublished MasTer's Thesis, The Ohio STaTe UniversITy, I969). (8) Ray Colvin, "The Needs and Use of ShorThand In STeeIe OounTy, MinnesoTa" (unpublished MasTer's Thesis, MankaTo STaTe College, I965). (9) Fred 5. Cook and Frank W. Lanham, "OpporTunITies and RequiremenTs for IniTIaI EmploymenT of School Leavers wiTh Emphasis on Office and ReTaiI Jobs" (CooperaTive Research ProjecT No. 2378, Office of EducaTion, U. S. DeparTmenT of HealTh, EducaTion, and Welfare, Wayne STaTe UniversITy, 966). (I0) Fred 5. Cook and Edward Gary Shapiro, "FacTors AssociaTed wiTh 50ccessfui AdapTaTIon To The SecreTarial/STenographlc Role" (USOE GranT I*3. DEG 3-6-062I8I-2079, Wayne STaTe UniversITy, I968). (II) "How I79 ExecuTIves WasTe Their Time," Business ManagemenT, 33 : l2-I4, March, I968. (l2) VioleT Drexler, "A STudy To DeTermine The VocaTionaI Use of T;<:hlne ShorThand" (unpublished DocTor's disserTaTion, New York UniversITy, 67). 53 (I3) Amy T. Fujii, "A Survey To DeTermine The Need for ShorThand Skills In SelecTed Business Firms in Honolulu, Hawaii" (unpublished MasTer's Thesis, UniversITy of MonTana, I97I). (i4) ElizabeTh M. Geller, "Follow-Up STudy of The I967-I97O Secre- Tariai and Business EducaTion GraduaTes of Thomas College, WaTervIlle, Maine" (unpublished MasTer's Thesis, BosTon UniversITy, l97i). (l5) Harry P. Graham, "A STudy of The QualificaTlons of The Adminis- TraTive SecreTary wiTh ImplicaTlons for The CollegiaTe Curriculum" (unpublished DocTor's disserTaTion, UniversITy of Oklahoma, I969). (I6) EsTher B. Graves, "A STudy of Job SpecificaTions for Clerical and STenographic PosITions Available To RecenT High School GraduaTes in SelecTed IndusTries" (unpublished MasTer's Thesis, New York UniversITy, I967). (I7) Helen Joann Gray, "A Follow-Up STudy of The EffecTiveness of The Two-Year SecreTariaI Technician Program aT Brigham Young UniversITy" (unpublished MasTer's Thesis, Brigham Young UniversITy, I968). (I8) Gerald Hershey, "ExperimenTaI ATTribuTes and ATTITudinai PosTures of Indiana UniversITy Academic SecreTaries" (unpublished DocTor's disserTaTion, Indiana UniversITy, i97i). (I9) Floyd KenT Horlacher, "A Comparison of The Learning Progress In STenoscripT AIphabeT ShorThand and Gregg (DJ) Symbol ShorThand AfTer Two SemesTers of InsTrucTion" (unpublished DocTor's disserTaTion, Arizona STaTe UniversITy, I969). (20) Jessie Mildred James, "A Survey To DeTermine The EffecTiveness of The Two-Year SecreTarial Science Training Program aT UTica Junior College, UTica, Mississippi" (unpublished MasTer's Thesis, The Univer- sITy of Wisconsin [Madison], I97i). (2|) Thomas James, "A Comparison of CriTeria UTiIIzed by Employers in Employing and PromoTing Beginning STenographic-SecreTarial Workers" (unpublished DocTor's disserTaTion, New York UniversITy, I963). (22) Susan 2. JusTis, "A STudy of The ExecuTive AssisTanT and Business Teacher GraduaTes Who ObTained Full-Time SecreTarIaI EmploymenT AfTer GraduaTion from Brigham Young UniversITy, I963-I968" (unpublished MasTer's Thesis, Brigham Young UniversITy, I970). (23) KaThleen Kalchoff, "The ApplicaTIon of ShorThand Training by GraduaTes of GraniTe CiTy High School" (unpublished MasTer's Thesis, ll linois STaTe UniversITy, I962). (24) SisTer Mary Edwarda Kanger, "A Follow-Up STudy of The GraduaTes Of The Two-Year SecreTariaI Program aT The College of ST. Mary, Omaha, N8t>raska, l958-l963" (unpublished MasTer's Thesis, CaTholic UniversITy Of America, I965). 54 (25) SisTer Rose Marie Kelly, S.N.D. de Namur, "A Follow-Up STudy of The GraduaTes wiTh SecreTarial Training aT NoTre Dame High School, Moylan, Pennsylvania I962-i965 Inclusive" (unpublished MasTer's Thesis, CaTholic UniversITy of America, I968). (26) Mary Lou Lamb, "The Relevance of STenographic lnsTrucTion in The Secondary School To EnTry-Level STenographic PosiTlons" (unpublished DocTor's disserTaTion, Indiana UniversITy, I969). (27) Frank W. Lanham, CaThryn P. Lanham, KaThleen M. Herschelmann, and Fred 5. Cook, "DevelopmenT of Task Performance STaTemenTs for a New Office and Business EducaTion Learnings SysTem (NOBELS)" (Office of EducaTion, U. S. DeparTmenT of HealTh, EducaTion and Welfare GranT No. 0EG-O-0804I4-3733 (085), The CenTer for VocaTionaI and Technical EducaTion, The Ohio STaTe UniversITy, I972). (28) Richard E. Lawrence, "The Use of ShorThand by Office Workers in CerTaIn MinnesoTa Businesses wiTh implicaTions for The High School Teacher" (unpublished MasTer's Thesis, MankaTo STaTe College, I962). (29) Elaine S. Levine, "A Fellow-up STudy of The GraduaTes of The WashingTon School for SecreTarles [June I, I968 Through June 30, i97i, Inclusive] wiTh ImplicaTlons for Curriculum Revision" (unpublished lndependenT STudy, Michigan STaTe UniversITy, I972). (30) Glenna G. Lloyd, "A STudy of The Physical and EmoTional FacTors Required by Women ReTurnIng To SecreTariaI EmploymenT AfTer a Prolonged Absence" (unpublished MasTer's Thesis, Brigham Young UniversITy, I970). (3|) Dean R. Malsbary, "A STudy of Beginning Office Workers in ConnecTicuT" (IndependenT STudy, UniversITy of ConnecTicuT, STorrs, ConnecTicuT, i967) as ciTed by Don J. Scalamogna In "A Survey To DeTermine Office PosiTlons for IniTIal EmploymenT of The High School GraduaTe wiTh RecommendaTIons for UpdaTIng The Business EducaTion Curriculum" (unpublished DocTor's disserTaTion, UniversITy of HousTon, I969). (32) SisTer AniTa Charles Marcellis, S.C., "A Follow—Up STudy of The SecreTarial DeparTmenT of SaInT PeTer High School, New Brunswick, New Jersey for The years I962- I964, Inclusive, wiTh ImplicaTlons for Curriculum Revision" (unpublished MasTer's Thesis, CaTholic UniversITy of America, I966). (33) Wendell McCrea, "An Analysis of EmploymenT RequiremenTs for ApplicanTs for Clerical and SecreTarIaI PosiTlons in SelecTed Sonoma CounTy and Marin CounTy Businesses" (unpublished MasTer's Thesis, San Francisco STaTe College, I964). (34) Lois Evelyn McKee, "An Analysis of SecreTarial Work In SevenTh- Day AdvenTisT Offices To IdenTify The FacTors ThaT Differ from a Regular Business Office and To DeTermine How SevenTh-Day AdvenTisT Colleges Can Prepare SecreTarles for These Differences" (unpublished DocTor's disserTa- Tion, UniversITy of Nebraska, I968). 55 (35) Adelyn Olson, "Comparison of ShorThand and Machine TranscripTIon UTIIIzaTion in SelecTed Firms In Minneapolis and ST. Paul, MinnesoTa Area" (unpublished MasTer's Thesis, Wisconsin STaTe UniversITy [Eau Claire], I969). (36) HarrieT Louise Paddock, "The NaTure of The Need for The Develop- menT of Personnel for High-Level SecreTariaI PosiTlons" (unpublished DocTor's disserTaTion, Indiana UniversITy, I967). (37) Noel G. Powell, "A Fellow-up STudy of The i957-l963 STenographic- SecreTarIal GraduaTes of NorTh DakoTa STaTe School of Science, WahpeTon, NorTh DakoTa wiTh ImplicaTlons for Curriculum Revision" (unpublished MasTer's Thesis, UniversITy of NorTh DakoTa, I964). (38) Don J. Scalamogna, "A Survey To DeTermine Office PosiTlons Avail- able and Knowledges and Skills Needed for IniTial EmploymenT of The High School GraduaTe wiTh RecommendaTions for Updaflng The Business EducaTion Curriculum" (unpublished DocTor's disserTaTion, UniversITy of HousTon, I969). (39) SisTer Rose ClemenT STaTIer, "A STudy of VocaTionaI Usage of ShorThand by The I955, i956, and I957 GraduaTes of ST. VincenT Ferrer High School, New York CITy" (unpublished MasTer's Thesis, CaTholic Univer- sITy of America, i960). (40) Nancy Vrieze, "A Follow-Up STudy of ShorThand STudenTs GraduaTIng from Rice Lake, Wisconsin, High School from I966 To I970" (unpublished MasTer's Thesis, The UniversITy of Wisconsin [Eau Claire], l97i). (4i) KaThleen Parker Wagoner, "The Role of The SecreTary in a Changing World: An Analysis of The DuTIes and FuncTions Performed by The SecreTary (unpublished DocTor's disserTaTion, The UniversITy of Iowa, I967). (42) JaneT Rae Weber, "An ExperimenTaI STudy To Compare ProducTiviTy of STenoscripT ABC ShorThand wiTh Gregg ShorThand" (unpublished MasTer's Thesis, UniversITy of Colorado, I968). (43) Warren C. Weber, "A O-SorT STudy of Curriculum PriorlTies In SecreTariaI EducaTion" (unpublished DocTor's disserTaTion, Arizona STaTe UniversITy, I969). (44) Richard Manning WebsTer, "A Survey of The Cedar CITy High School GraduaTes Who Have Taken The One-Year Gregg ShorThand Course" (unpublished MasTer's Thesis, UTah STaTe UniversITy, I968). (45) Sue Ann WadT WIsweIl, "A Survey of EnTry-Level Job STandards for Junior STenographers" (unpublished MasTer's Thesis, California STaTe College [Long Beach], I968). CHAPTER III METHODS AND PROCEDURES I. INTRODUCTION The purpose of This chapTer is To presenT The meThods and procedures which were followed To collecT and To process The daTa for This research sTudy. I The normaTIve-survey meThod of research was used since The problem of This sTudy was To deTermIne wheTher secreTaries who work for large businesses in The Michigan clTies of DeTroIT, HamTramck, and Highland Park currenTiy need and use shorThand To perform Their secreTarlal duTies. One of The firsT Tasks, Therefore, was To IdenTify The large busi- nesses headquarTered In These clTies. To qualify as a large business for This sTudy, a business had To have a neT asseT value of SI million, minimum annual sales of $5 million, and a minimum of 250 employees. II. SOURCE OF LARGE BUSINESSES The Million Dollar DIrecTory, I972, was selecTed as The source docu— menT To IdenTify The large businesses. IT was felT ThaT This publicaTion by The well-known research organizaTion of Dun & BradsTreeT, Inc., would provide a reliable and Inclusive IIsTing of The large businesses head— quarTered In The Michigan clTies of DeTroIT, HamTramck, and Highland Park. DeTroIT, which is The naTlon's fIfTh largesT cITy In pepulaTion, was The principal sITe of This sTudy. The clTies of HamTramck and Highland Park have disTincT and discreTe pollTicaI boundaries and are, in facT, 56 57 suburbs of DeTroiT; however, They are nesTed wiThIn The boundaries of DeTroiT. The research organizaTion of Dun & BradsTreeT IIsTs The large businesses IocaTed In These Three clTies under The one heading of DeTroIT because of Their geographical proximiTy. HereinafTer, Therefore, refer- ence will be made only To DeTroiT even Though some of The large businesses were acTualIy IocaTed in Highland Park and HamTramck. Dun & BradsTreeT was esTablished In I84I and The company has as one of iTs principal objecTIves The furThering of naTlonal prosperiTy Through The promoTion and proTecTion of Trade. The DirecTory conTains siighTIy over one-half of one percenT of an esTimaTed 4,200,000 (nonfarm) businesses in The UnITed STaTes.' AIThough Dun & BradsTreeT exercises greaT care To keep The InformaTion conTained in The DirecTory correcT and up To daTe, The possIbIIiTy of human errors InherenT in The compilaTlon of a direcTory of This magniTude exisTs. However, when errors are deTecTed, The organizaTion makes correcTIons in The nexT supplemenT or edITIon. The DirecTory is compIeTer revised] annually because changes among The million-dollar businesses are so fre- quenT and exTensive. No charge of any kind ls made for IIsTing In The Million Dollar Di recTory . In addITion To eligible IndusTrIal concerns, The DirecTory IIsTs TransporTaTion companies; uTIlITies: sTock brokers; banks and TrusT com- panies; muTual and sTock Insurance companies; as well as reTaIIers and wholesalers. However, In an efforT To limiT The size of The DirecTory To a "field of maximum usefulness,"2 no aTTempT was made To secure coverage of 'Million Dollar DirecTory, i972, 0p. cIT., p. iv. zlbld. 58 cerTaIn classes of business acTIvlTy. In general, foreign corporaTions; professional and consulTing organizaTions, such as hospiTals and engineer- ing services: credIT agencies; and financial and Insurance companies oTher Than Those previously specified are noT included in The DirecTory. The basic qualificaTIon which a business musT meeT for IIsTing in a Million Dollar DIrecTory_is an lndicaTed neT worTh of SI million. NoT Included in The SI million or more of neT worTh of each business are inTangIbIe asseTs from a credIT sTandpolnT or asseTs which are noT cur- renTIy used in The eperaTIon of The business. The DirecTory provides The following informaTlon abouT each of The llsTed businesses: (I) annual sales figures, (2) number of employees, (3) names and TiTles of Individuals classified as Top managemenT. There were 358 businesses llsTed In The I972 edITion of The Million Dollar DIrecTorqunder The heading of DeTroIT. Of These 358 businesses, I46 (40.7 percenT) qualified for inclusion In This sTudy because They had an indicaTed neT worTh of SI million, minimum annual sales of $5 million, and a minimum of 250 employees. The DirecTory also classified The businesses by STandard IndusTriaI CiassificaTIon (SIC). III. STANDARD INDUSTRIAL CLASSIFICATION OF I46 LARGE BUSINESSES There are nine basic classlflcaTions of business according To STandard IndusTriaI CIassIflcaTion: AgriculTure, FeresTry, and Fisheries; Mining; ConTracT ConsTrucTion; ManufacTurlng IndusTrles; TransporTaTIon, Comuni- CaTion, and OTher Public UTlllTies; Wholesale Trade; ReTail Trade; Finance, Insurance, and Real EsTaTe; and Services. The DirecTory classified The businesses wIThin one or more of The STendard lndusTriaI CIassIflcaTions by use of a four-digIT number. This 59 numbersis) idenTierd The specific acTIvITy or acTIvITies of a business. For example, The code number 23 6| ldenTifies a business as follows: The firsT Two digiTs IndicaTe ThaT This Is a "ManufacTurer of apparel and oTher finished producTs made from fabrics and similar maTerlals." This Is in disTlnc Tlon To, say, TexTiIe mills, classified under 22 ~-, which may manufacTure kniT k{///~\\\\\\\garmenfs from yarn. The Third digiT shows ThaT This concern ‘ ‘ manufacTures "Girls, Children's and I 23 6| J lnfanTs' OuTerwear." (OTher relaTed IndusTry groups would be 23 I-, manu- facTurers of Men's, YouThs', and Boys' SuiTs, CoaTs and OvercoaTs; 23 5-, ManufacTurers of HaTs, Caps, and Milli- nery; eTc. The fourTh digiT specifies ThaT The pro- ducT manufacTured is "dresses, blouses, waisTs, and shIrTs."3 If a business qualified for mulTIpIe numerical STandard IndusTriaI CIassIflcaTions in The DirecTory, only The firsT SIC number was used To classify The business for This research sTudy since The firsT SIC number associaTed wiTh a business IdenTierd The principal acTiviTy of The firm as explained In The DirecTory. Since no large businesses In DeTroIT were coded OI I2 Through O9 89, The SIC code numbers for AgriculTure, ForesTry, and Fisheries, and since no large businesses were coded l0 ll Through I4 99, The SIC code numbers for Mining, These Two basic SICs were excluded from This sTudy. Of The I46 large businesses which meT The crlTeria To be called a large business for This sTudy, 5 or 3.4 percenT were classified as ConTracT ConsTrucTion; 67 or 45.9 percenT were classified as ManufacTuring; I4 or 9.6 percenT were classified as TransporTaTIon, CommunicaTion, and Public UTIIITIes; I4 or 9.6 percenT were classified as Wholesale Trade; 24 or ‘ 3lbid., p. x. 60 I6.4 percenT were classified as ReTaII Trade; l3 or 8.9 percenT were classified as Finance, Insurance, Real EsTaTe; and 9 or 6.2 percenT were classified as Services according To STandard IndusTrial CIassIflcaTion. Table 3:I shows how The I46 large businesses were classified according To SIC. TABLE 3:I STANDARD INDUSTRIAL CLASSIFICATION AND PERCENT IN EACH CLASSIFICATION OF I46 LARGE BUSINESSES IN DETROIT Number of PercenT CIassIflcaTion Businesses of ToTal ConTracT ConsTrucTion 5 3.4 ManufacTurIng IndusTries 67 45.9 TransporTaTIon, CommunicaTion, and OTher Public UTiIiTies l4 9.6 Wholesale Trade l4 9.6 ReTaII Trade 24 I6.4 Finance, Insurance, and Real EsTaTe l3 8.9 Services 9 6.2 TOTAL I46 l00.0 iv. STRATIFICATION OF TOP AND OTHER MANAGEMENT The DirecTory also idenTIfled by name and TITle Those individuals Who comprised The top management In each of The I46 businesses. Only top nunagement and other management sTraTifIcaTions of manage- menT were used in This sTudy since iT was concluded ThaT addiTIonal STraTa of managemenT mIghT pose problems of CIassIflcaTion. The liTera- Ture indicaTes ThaT There is a lack of sTandardlzaTion among companies 6i In The classificaTIon of managers aT levels oTher Than The Top managemenT level. FurThermore, IT was ThoughT ThaT managers aT lower echelons, such as firsT-line managemenT, mighT noT be assigned secreTaries. Therefore, all managers, oTher Than Top managemenT, were allocaTed To a managemenT caTe- gory cal led other management. V. INITIAL CONTACT WITH LARGE BUSINESSES ATTemst were made To conTacT, by Telephone, a represenTaTive from The personnel deparTmenT of each of The I46 companies which had been IdenTifled from The DirecTory and which qualified for Inclusion in The sTudy by defianlon of The InvesTlgaTor. A requesT was made To speak To The head of The personnel deparTmenT. Following a brief personal InTro- duchon, a shorT descripTion of The inTended research projecT was made. AT Times referral was made To anoTher Individual in The personnel deparT- menT who had The specific responsibilify of hiring secreTaries for ThaT firm. Following This IniTIal Telephone conTacT, represenTaTives from II7 large businesses agreed To parTchpaTe in The sTudy. The reasons why 29 names of businesses were removed from The IisT of I46 businesses are given in The nexT parT of This chapTer. VI. REASONS WHY 29 LARGE BUSINESSES, IDENTIFIED FROM THE MILLION DOLLAR DIRECTORY, l9724_WERE DELETED FROM ORIGINAL LIST OF I46 BUSINESSES TwenTy-nlne names of businesses were removed from The lisT of I46 large businesses as IdenTlfled from The Million Dollar DirecTory, l972, for The following reasons: (I) Company unwilling To parTIpraTe In sTudy. RepresenTaTives from 1‘en companies lndicaTed They were unwilling To parTIclpaTe In The sTudy. 62 Of These Ten businesses which refused To parTiclpaTe, four were in The ManufacTurIng SIC, four were in The Wholesale Trade SIC, one was in The ReTail Trade SIC, and one was in The Finance, Insurance, and Real EsTaTe SIC. (2) Two or more cogpanies llsTed sgparaTely In The Million Dollar DirecTory, l972!_buTlgperaTed by same managemenT. Two businesses llsTed separaTeiy in The DirecTory, buT which were operaTed by The same managemenT and which had an IdenTical labor force, were considered as one business in The ReTaii Trade SIC. Therefore, one business name was deleTed from The IisT of I46 large businesses. Three businesses llsTed separaTely in The DirecTory, buT which were all operaTed by The same managemenT and which had an idenTical labor force, were considered as one business In The TransporTaTIon, CommunicaTion, and Public UTiliTies SIC. Therefore, Two business names were deleTed from The IIsT of I46 large businesses. (3) Oompagy on sTrike during daTa-collecTion geriod. Two companies in The ManufacTurIng SIC were on sTrike ThroughouT The daTa-collecTion period and were removed from The llsT of I46 businesses. (4) Company moved from DeTroIT. Two companies had moved from The siTe of The sTudy; one in The ManufacTurIng SIC and The oTher one in The ReTaIl Trade SIC. (5) Comggny no longer in business aT Time of sTudy. Two companies were no longer in business aT The Time of The sTudy: one was in The Whole- sale Trade SIC, and The oTher was In The ReTail Trade SIC. (6) Company was subsidiary of anoTher company. Five company names were ellminaTed from The lisT of I46 large businesses because The com- panies were subsidiaries of oTher companies which did parTiclpaTe in The STudy. These subsidiaries had The same managemenT and The same labor forces as The parenT companies. Of The five subsidiaries, Three were In The 63 Wholesale Trade SIC, one was In The TransporTaTIon, CommunicaTion, and oTher Public UTIIITIes SIC, and one was In The Finance, Insurance, and Real EsTaTe SIC. The names of These five subsidiaries were deleTed from The llsT of I46 large businesses. (7) Company willing To parTiclpaTe, buT InsufficienT number of secreTaries from which To draw random sample. AIThough The five large businesses In The ConTracT ConsTrucTion SIC were willing To parTiclpaTe, IT was found ThaT There were noT enough ToTaI secreTaries from which To draw a random sample. WlTh The eliminaTIon of These five conTracT consTrucTion companies, which comprised all of The large businesses in The ConTracT ConsTrucTion SIC In DeTroIT, The ConTracT ConsTrucTion SIC was excluded from This sTudy. The nexT secTion of This chapTer delves more in depTh wiTh The reason for excluding The ConTracT ConsTrucTion SIC. VII. REASON FOR EXCLUDING CONTRACT CONSTRUCTION SIC Five businesses llsTed In The Million Dollar DirecTory, l972, wiTh The STandard lndusTrial CIassIflcaTion of ConTracT ConsTrucTion meT The qualificaTIons of a large business as dellmlTed and defined for This sTudy. lnTerviews wiTh The personnel officers of These firms revealed a ToTal of nine Top managemenT secreTaries and no oTher managemenT secre- Taries In The five large businesses. Two of The five conTracT consTrucTion companies had only general odfice workers and no personnel classified as secreTaries. One of The five conTracT consTrucTion companies employed six of The ToTal of nine Top managemenT secreTaries in This SIC classificaTion. However, This company was In The process of reorganizing The enTire office and, alThough wllllng To parTiclpaTe aT some Time In The fuTure, was noT Willing To parTiclpaTe during The daTa*collecTion period. 64 Therefore, because of an InsufficienT number of secreTaries from which To draw a' random sample, daTa from secreTaries, managers, and personnel direcTors, who were employed by The five large businesses classified in The STandard IndusTrlal CIassIflcaTion of ConTracT Con- sTrucTion in DeTroIT, were noT collecTed for This sTudy. VIII. STANDARD INDUSTRIAL CLASSIFICATION OF II7 LARGE BUSINESSES WHICH AGREED TO PARTICIPATE IN THE STUDY Table 3:2 shows The STandard IndusTrlal CIassIflcaTion of The II7 large businesses from which daTa were col lecTed for This sTudy. TABLE 3:2 STANDARD INDUSTRIAL CLASSIFICATION OF II7 LARGE BUSINESSES FROM WHICH DATA WERE COLLECTED Number of PercenT CIassIflcaTion Businesses of ToTal ManufacTurIng IndusTries 60* 5I.3 TransporTaTIon, ComunicaTlon, and oTher Public UTIIITIes II 9.4 Wholesale Trade 6 SJ ReTall Trade 20 I7.l Finance, Insurance, and Real EsTaTe II 9.4 Services 9 7.7 TOTAL II7 l00.0 of The "One large decenTrallzed business agreed To The parTiclpaTlon Personnel in only The CenTral Office Division. 65 IX. CONSTRUCTION OF INTERVIEW GUIDES Three InTerview guides were developed by The researcher wITh advice from The DeparTmenT of Research ConsulTaTion aT Michigan STaTe UniversITy. These InTerview guides for secreTaries, managers, and personnel direcTors were consTrucTed To promoTe sTandardlzaTion and obJecTIvlTy during The InTerviews. PIIoT TesTing of InTerview_ggides. The InTerview guide which was used when InTerviewlng The secreTaries was piloT TesTed by personal InTerviews wiTh a group of secreTaries who belonged To an organizaTion of businesswomen called The Black SecreTarles of America, Inc. The inTerview guides for The managers and for The personnel direcTors were piloT TesTed by personal InTerviews wiTh personnel In a large school sysTem. Revisions, resuITing from The piloT TesTing, were incorporaTed and The inTerview guides for secreTaries, managers, and personnel direcTors are shown In Appendices A, B, and C respecTively. X. ESTABLISHMENT OF POPULATION OF SECRETARIES The populaTlon of secreTaries was esTainshed by obTainlng lnformaTion from The personnel officers represenTing The ll7 large businesses. EiTher personal or Telephone InTerviews were held wITh The personnel officers represenTing The parTiclpaTIng companies To ascerTain The IdenTlTies and number of top.management secreTaries and The IdenTlTles and The number of other management secreTaries In each company. IT Is ImporTanT To reemphaslze ThaT a decision had been made To hwclude In The pepulaTlon of secreTaries for This sTudy all personnel who Were classified as secreTaries by The II7 parTiclpaTlng large businesses. 66 The idenTificaTlon of a secreTary wiThin a company was someTImes given To The researcher by a number raTher Than by The name of The secre- Tary, In These sITuaTions where secreTaries were idenTlfled only by numbers, The personnel officer revealed only The specific number which had been assigned To a specific secreTary for This sTudy. The personnel officer knew boTh The specific number and The name of The secreTary To whom This specific number had been assigned for This sTudy, buT The invesTigaTor knew only The assigned numbers. This secreTary-number IdenTIfIcaTlon procedure was used by some firms as a securlTy measure. Forms were developed by The researcher To record The ldenTiTIes of The secreTaries, eiTher by name or by The assigned number, as revealed by The personnel officers. These ldenTiTIes were llsTed on The forms (a sample of which Is shown In Appendix D) by alphabeTlcal sequence of The names of The companies which employed The secreTaries and according To The level of managemenT sTraTIficaTion and SIC. There were I2 caTe- gories of secreTaries - Top managemenT and oTher managemenT secreTaries In each of The 6 STandard IndusTrIal CIassIflcaTions. Of The ToTaI populaTlon of 2953 secreTaries, I30| or 44 percenT were employed by The ManufacTurIng SIC; 527 or l8 percenT were employed by The TransporTaTIon, CommunicaTion, and oTher Public UTIIITIes SIC; 4| or I percenT were employed by The Wholesale Trade SIC; 400 or l4 percenT were employed by The ReTall Trade SIC; 5l4 or l7 percenT were employed ' by The Finance, Insurance, and Real EsTaTe SIC; and I70 or 6 percenT were employed by The Services SIC. Table 3:3 shows The number and percenT of Top managemenT and oTher ImanagemenT secreTaries in each of The six STandard IndusTrlal Classifica- Tlons used In This sTudy. 67 oo. nmom oo. ~.m~ 00. _v0 4Lom n. v.m 0. .mn .N mm. o+n+mm _nom ace .oocngsmc. .mu:o:.m e. oov n. mom h. mo. ounce __n+om _ _e _ on m .. conch o_emo.o;z w. 5mm om owe 0. so mo.+__~+: o__n:e Loz+o one .co_+oo.caeeoo .co_+o+L0amceLF we .on. me one. .4 New mo_L+m=ec_ mc_Ls+oo+scoz +coucoa consaz +coocoa Lmnsaz +coocoa consaz co_+nu_e.mmn_o _n_L+m:oc_ mo_Ln+oLoom +coeomocnz Loc+o +coeomncn2 no» ocaocn+m _n+0h o+ mo_Ln+oLoom 0+ mo_La+oLuom o_m >m ow_m_mm<40 oz< mwmwwz_wam muz<4 5.. >m om>0411w mm_mLom vs .mn mm mm. v_m o+e+mw .ema use .oo:nL:mc. .oOcec_m ms mom 5N mo. oov oeeLk __n+mm mm on hm __ .e ounce o_emo_ch um one n. no pun mo_+.._+: o..nse Loc+o ace .co.+eo_c:eaoo .co_+e+L0amceLh om sno. om New .on. mo_L+mse:_ mc_Ls+onescnz 0_m c- LQaEDZ U.m c- Logaz 0.m c. c0_+00_+_mmn_0 +coocom +ceoco1 mo_Ln+oLoom _o_c+maec_ me_Ln+oLoom mo_Lo+oLuom _o+0h ecoacn+m +cosomncaz Lon+o +cosomncez no» zo_Hmw»z_ sszooz85 Lo 2935 mum m4mndITionsi'"5 Since This sTudy soughT To deTermIne The currenT use OT and need for shorThand by secreTaries who were employed by large busi- nesses, which were headquarTered In DeTroIT, The normaTIve-survey meThod was selecTed. AIThough The normaTIve-survey research meThod embraces several daTa- Cx>llecTIng Techniques, The personal-InTerview Technique was chosen as The bsBsT vehicle To yield The lnformaTion desired. AppoInTmenTs were made wiTh The respondenTs for The lnTervIews, which Were held In offices or conference rooms of The large businesses. DaTa were collecTed from 36 Tap managemenT secreTaries, 36 oTher managemenT secreTaries, 36 Top managers, 36' oTher managers, and personnel (lirecTors represenTing large businesses in each of The 6 STandard Indus- ‘Trlal CIassIflcaTions for a ToTal of I84 personal inTerviews. AIThough The Time spenT in each of The l84 InTerviews varied; in general, The elapsed Time for each InTerview was from one To Two hours. AT The beginning of each inTerview, The respondenT was assured ThaT ‘The answers or opinions rendered during The InTerview process would be ‘TreaTed wiTh absquTe confidenTlaIiTy. IT was emphasized To The respon- denTs ThaT Their answers would be held in sTrIcT confidence In an efforT To elchT from Them compIeTe and honesT responses-To The quesTIons asked during The inTerviews. ¥ 5CarTer V. Good, A. S. Barr, and Douglas E. ScaTes, The MeThodol 0f EducaTionai Research (New York: AppleTon-CenTury-CrofTs, Inc., I9 I , P- 7. 74 XVI I. . PROCESSING OF THE DATA Coding of The daTa. AfTer The daTa were collecTed, The response posslbl l lTies To The inTerview-guide quesTIons, oTher Than The open- ended quesTIons, were coded according To a predeTermined numerical code cun compuTer IaboraTory daTa-coding forms. These numerical represenTaTions crf The daTa were recorded on The daTa-coding forms To faciliTaTe The key [Dennching of The code numbers on 80-column IBM daTa-processing cards. In Columns I-4 were punched code numbers To idenTify The STandard Ilwdusfrial CIassIflcaTion, The level of managemenT, and The company. Fkar example, a "i" in column one was used To idenTify The firsT of The Siix STandard lndusTrial CIassIflcaTions, a "I" in column Two was used To I'denTIfy a response from a respondenT in The Top managemenT caTegory, and 'WDI" in columns Three and four was used To idenTify The firsT of The I arge businesses . Columns 5-8 conTained The code numbers assigned To The reSponses To 'fhe four quesTIons asked of The personnel direcTors. Columns 9-2l conTained The coded responses of The managers To The firsT quesTIon asked of Them, and Columns 22-34 conTained The coded responses To Their second quesTIon. The numbers represenTing The responses <3f The managers To Their Third quesTIon were punched in Column 35. Columns 36-80 conTained The numerically coded responses of The secre- Taries To The quesTIons asked of Them in The inTerviews. The punched cards conTaining The daTa, TogeTher wiTh punched cards Which conTained lnsTrucTions, became The inpuT for The ConTrol DaTa CorporaTion 6500 compuTer IocaTed aT The CompuTer CenTer on The campus Of Michigan STaTe UniversITy (MSU). 75 STaTisTical Techniques. Several sTaTisTIcal Techniques were applied To The daTa by The CDC 6500 compuTer To compile compuTer prinT-ouTs. The compuTer used MSU programs, which were sTored In ITs memory, IdenTified as JENN65, UNEOI , BASTAT, ACT, and PFCOUNT To perform The sTaTisTical TesTs. The Two-way analysis of variance sTaTisTlcal Technique (using The MSU program JENN65) was used To analyze differences in The mean scores which were derived from The responses of The secreTaries regarding Their perceived need for manual shorThand aT The Two levels of managemenT and wiThIn each of The six STandard lndusTriaI CIassIflcaTions. The sTaTisTical Technique of one-way analysis of variance (using The MSU program UNEOI) was used To analyze differences in The mean scores \vhich were derived from The responses of The personnel direcTors regarding The manual shorThand requiremenTs of secreTaries in The large businesses among The six STandard lndusTrIal CIassIflcaTions. The correlaTIonal sTaTisTlcal Technique of Pearson producT-momenT correlaTlon (using The MSU program BASTAT) was used To assess The relaTion- ship beTween The need for manual shorThand proficiency as perceived by secreTaries and The degree of shorThand proficiency required of secreTaries by personnel direcTors aT The Time The secreTaries were hired by The large businesses. This sTaTisTIcal Technique was also used To assess The rela- ‘I'Ionship beTween The need for manual shorThand proficiency required of SecreTarles aT The Time ThaT They were hired by Their employers and The "sad for manual shorThand proficiency required on The job as perceived by The secreTaries. Chi-square analysis (using The MSU program ACT - Analysis of ConTin- sency Tables), which Is an appropriaTe TesT for daTa in The form of frequen- cies, was The sTaTisTlcal Technique used To deTermIne wheTher There was a 76 difference in The number of secreTaries who used symbol shorThand and The number of secreTaries who used alphabeT shorThand. The sTaTisTical Technique of correlaTion, using Spearman's rank- difference coefficienT correlaTion, was used To deTermine The degrees of relaTionship ThaT exisTed beTween preferences and pracTices of managers and secreTaries when replying To correspondence. CompuTer prinT-ouTs of percenTages and frequency counTs (using The MSU program PFCOUNT) of responses from The respondenTs were The bases for mosT of The Tables shown in ParT II of ChapTer IV. CHAPTER IV ANALYSIS OF THE DATA ParT I I. INTRODUCTION This chapTer, which perTains To an analysis of The daTa, is divided inTo Two parTs. Nine null hypoTheses are TesTed for sTaTisTical signi- ficance in ParT I. In ParT II, The daTa are noT analyzed for sTaTisTical significance, buT The responses To The quesTIons In The InTerview Guides by Those who were lnTervIewed are shown In Tabular form wiTh frequency counTs and percenTages . All daTa were collecTed Through personal inTerviews held wiTh The paersonnel direcTors, secreTaries, and managers who worked for large busi- nesses. In ParT I, The sTaTisTlcal Techniques used To TesT The null hypoThe- ses are indicaTed and The resulTs of The TesTs are presenTed. I I. NEED FOR MANUAL SHORTHAND AS PERCEIVED BY SECRETARIES HypoTheses l and 2 perTained To The perceived need for manual shorT- Imand as lndicaTed by The 72 secreTaries who were lnTervIewed. These 72 SecreTarles were randomly selecTed from 2 levels of managemenT and from 5 STandard lndusTrIal CIassIflcaTions. Null HypoThesis I There will be no difference In The degrees of manual shorThand proficiency needed by secreTaries as perceived by secreTaries who work for top management and The degrees of manual shorThand proficiency needed by secreTaries as perceived by secreTaries who work for other management. 77 78 Null HypoThesis 2 There will be no difference In The degrees of manual shorThand proficiency needed by secreTaries as perceived by secreTaries who work for large businesses wiThIn any one of The six STandard lndusTrial ClassificaTions of business Included in This sTudy when compared To The degrees of manual shorThand proficiency needed by secreTaries as perceived by secreTaries who work for large businesses wiThln any one of The oTher STandard IndusTrlal ClassificaTions of business Included in This sTudy. The daTa for HypoThesis I and HypoThesis 2 were collecTed by asking The secreTaries To indicaTe The Top manual shorThand speed ThaT They felT was essential or necessary for Their secreTarial posiTions (OuesTIon 4, Interview Guide - Secretaries, Appendix A). The analysis of variance on The Top manual shorThand speeds which were perceived needed by secreTaries aT The Two levels of managemenT and In The six STandard lndusTrIal ClassificaTions is shown in Table 4:I. TABLE 4:I ANALYSIS OF VARIANCE ON TOP MANUAL SHORTHAND SPEEDS PERCEIVED NEEDED BY SECRETARIES AT TWO LEVELS OF MANAGEMENT AND SIX STANDARD INDUSTRIAL CLASSIFICATIONS Source of Degrees of VariaTIon Freedom Mean Square F-raTlo Sig. Levels of ManagemenT l 0.055556 0.023256 (NS) STandard IndusTrIai ClassificaTions (SIC) 5 9.lOOOOO 3.809302 (S)* inTeracTIon (Managers x Sle) 5 l.822222 0.76279I (NS) Error 60 2.388889 *SignificanT aT The .05 level. 79 Table 4:I reveals ThaT There was no significanT difference beTween The mean scores obTained from The responses of The Top managemenT secre- Taries and The mean scores obTained from The responses of The oTher managemenT secreTaries in regard To Their perceived need for manual shorT- hand. These mean scores were obTained from The code numbers which were arbiTrarily assigned To The possible answers To OuesTlon 4 of The Inter- view Guide - Secretaries. The poTenTIal choices of The secreTaries were numerically coded for compuTer analysis as follows: Assigned Code Number a) The use of manual shorThand is noT necessary = O b) under 60 words per minuTe = I c) 60 up To 80 w.p.m. = 2 d) 80 up To I00 w.p.m. - 3 e) IOO up To l20 w.p.m. = 4 f) l20 up To I40 w.p.m. = 5 9) I40 w.p.m. and above = 6 Therefore, null HypoThesis I, which sTaTed ThaT There will be no difference In The degrees of manual shorThand proficiency needed by secre- Taries as perceived by secreTaries who work for top management and The degrees of manual shorThand proficiency needed by secreTaries as perceived by secreTaries who work for other’monagement, was noT rejecTed aT The .05 level of significance. An Fl 60 raTio greaTer Than 4.00 was required for I significance. However, null HypoThesis 2, which sTaTed ThaT There will be no dif- ference In The degrees of manual shorThand proficiency needed by secreTaries 35 Perceived by secreTaries who work for large businesses wiThIn any one of The six STandard lndusTrial ClassificaTions of business included In This STudy when compared To The degrees of manual shorThand proficiency needed bY secreTaries as perceived by secreTaries who work for large businesses WIThIn any one of The oTher STandard lndusTrial ClassificaTions of business 80 Included in This sTudy was reJecTed aT The .05 level of significance since The compuTed F-raTlo of 3.809302 exceeded The FS,6O value of 2.37. IT was concluded, Therefore, ThaT There were sIgnlflcanT differences in The need for manual shorThand proficiency as perceived by The secreTaries who worked for large businesses wIThin one or more of The six STandard IndusTrIal ClassificaTions of business. The analysis of variance TesT concerning The need for manual shorT- hand as perceived by secreTarles lndicaTed ThaT There were significanT differences In The mean scores which were calculaTed from The responses of The secreTaries in each of The six STandard IndusTrial ClassificaTions. However, The analysis of variance TesT Is an overall TesT of mean scores and, Therefore, IT was noT known which of The mean scores differed slg- nificanle from The oTher mean scores. Therefore, an addiTIonal sTaTisTical Technique, The Scheffé’posT hoc Technique, was applied To The daTa in an aTTempT To deTermine which of The mean scores differed sIgniflcanTIy from The oTher mean scores. The Scheffé'posT hoc TesT may be used To compare or conTrasT specific means wiTh combinaTions of oTher means or The TesT may be used To compare or conTrasT combinaTions of means wiTh oTher combinaTions of means. Table 4:2 shows The column means of 2.67 for The secreTaries in The ManufacTurIng SIC; 2.50 for The secreTaries in The TransporTaTIon, Com- municaTIon, and Public UTIIITIes SIC; .67 for The secreTaries In The Wholesale Trade SIC; 2.50 for The secreTaries In The ReTaIl Trade SIC; 3-25 for The secreTaries in The Finance, Insurance, and Real EsTaTe SIC; and 2.42 for The secreTaries in The Services SIC. The Scheffé posT hoc STaTisTlcal Technique was used To compare and conTrasT These six mean Scores and six of These conTrasTs are shown in Table 4:3 on page 82. 8I coo: ucncom xnm.N on.N Nv.N oo.~ nN.m ho.n om.N nn.N no. om.N oo.n no.N nn.N mz_mommm momwmm oz_mmo mmKOOm zog+ +az+ oo+eu_oc_ cg: mo.Lo+cLuom 5. +0 oLoum copies mochamoL m+uo_+oc nu_z3 :0: +0 Loose: coco oocm_mmo oz+ cos-uc. m."v 0.30» c. cacao mocoum cane meow: aEeQe, oEeQ.’ cacao, eane’ esoae’ cacao, 0600..) as 0+ as as as 0+ as as as. 0+ as as as 0+ as 00 00 Loses as 0+ as 00 as 0+ as 00 mzm_womwm mowwmm oz.mmo emumoom z+ mc_m: o._z: mo+oc ocmc+LOzm age non_comcmc+ >La+ocoom cog+ one co_+n+o_o ecce ocnc+L03m o+oL3 >Lo+ocuom Lo+a+o_o 0+ «6+0: ocac+c0cm soc; one; >Le+oguom coc+ ocm co_+o+u_o soc; ococ+LOzm o+oL3 >La+ocuom Loneoeoc +0: o_o >Lm+ocuom ooco+m_c_2om +mo+ ococ+LOcm oz mco+uoc.o _occ0mcom co +coucom mLo+ooL_o _occ0mcom +0 consaz mo_uo+oauom *o +coocom mo.go+ocoom wo consaz +mop +0 oa>h machowm.o JmZZOmmwm N5 >m oz< mw_mm 0mhh h_uv m4mos ocec+L0cm om.omm m_.omem N.em on lmflamco_+m_og 0: m_ oaog+ +33 .nma_:uoa m. acog+cogm oo.omv» n.m a Amwgmco_+o_og o: m. ocog+ .ococococ+ .ooc_:ooc +0: m. ococ+co:m ..oe can no “.02 can my “.06 Lou «V +coocoo mco+ooc_o Lo+ooc_o .occomcom ooco_Loaxw Lo\ocm momcm+ouoom mo_La+oLoom .occomcoq +0 :o_> co_+mo:om Locm_x + neoco_coaxm neoco_cooxoc_ co consaz >oco_o_*oLm ocmc+co;m >Lo_mm >Lo_mm oomaococ_ Lo; >Lm_om omoco>< ommco>< ms u z mmOHme_o guzzowmwa >m omkm<4l1ire a new secretary, they would not hire one who did not have profi- ciency in manual shorthand. I5I Table 4:30 summarizes the reasons why 48 managers said that if they were to hire a new secretary, they would not hire one who had no profi- ciency in manual shorthand. TABLE 4:30 REASONS WHY MANAGERS WOULD NOT HIRE A SECRETARY WHO HAD NO PROFICIENCY IN MANUAL SHORTHAND N = 48 Reason Number Percent* Enables more efficient handling of management responsibilities l6 33.3 Indicates better secretary II 22.9 Prefer to dictate to secretary 9 I8.8 Facilitates communication 8 I6.7 (Gave no reason) 5 IO.4 Resist use of dictating/transcribing machine 3 6.3 Provides flexibility 2 4.2 Other 2 4.2 *Sum of percentages exceeds IOO percent since some managers gave more than one reason why they would not hire a secretary who had no profi- ciency in manual shorthand. When asked why they would not hire a secretary who had no shorthand proficiency, the 48 managers gave the following reasons: I52 (I) Of the 48 managers, I6 or 33.3 percent said that they could handle their management responsibilities more efficiently when their secretaries were able to write Shorthand. They felt that when the secre- tary utilized the ability to write Shorthand that it conserved time and was a convenience for them. (2) Eleven or 22.9 percent of the managers stated that when a secretary had the capability of writing Shorthand, that this secretary was a "better" secretary for the following reasons: knowledge of shorthand Skill is indicative of the secretary's total capability; knowledge of shorthand indicates initiative on the part of the secretary; the secretary who knows shorthand is more efficient and accurate; the secretary who has the ability to write shorthand brings added commitment to the secretarial position; and knowledge of Shorthand indicates that the secretary has a good educational background for a secretarial position. (3) Nine or I8.8 percent of the managers said that they would not hire a new secretary who had no ability to write Shorthand because they preferred to dictate to a secretary rather than to a machine. Some of these respondents expressed that they felt a strong psychological barrier when dictating to an inanimate object like a micrOphone rather than dictat- ing vis:a-vis to a secretary. (4) Of the 48 managers, 8 or I6.7 percent reported that they would not hire a secretary who was unable to write shorthand because they felt ‘that the use of Shorthand by the secretary facilitated the communication process. They preferred to use the dictator-secretary team in the giving and the recording of dictation because they said that it was easier to edit or modify that which was dictated because the secretary could provide an invmediate "readback" of the dictation, and because they sought the reaction (If the secretary to that which was dictated. I53 (5) Five or IO.4 percent of the 48 managers stated that they would not hire a secretary who dId not write shorthand, but they gave no specific reason for this choice. (6) Three or 6.3 percent of the managers indicated that they would not hire a secretary who could not write shorthand because they preferred to dictate, but they resisted the use of mechanical equipment such as dictating/transcribing machines. (7) Two or 4.2 percent of the 48 managers who said that they would not hire a secretary who had no proficiency in manual shorthand because they felt that when the secretary could utilize shorthand skill that this enabled greater flexibility In the execution of the manager's responsibi- Iities. (8) Two managers expressed "other" reasons for not hiring secretaries who lacked the ability to write shorthand. One manager said that he would not hire a secretary who had no shorthand proficiency because the expense of a dictating/transcribing machine could not be justified, and one manager felt that a secretary should be required to have skill in Shorthand because of the high salary demands made by secretaries. v. SUMMARY - PART II Part II of this analysis of the data chapter presented another irtterpretation of the data which were collected from personal interviews Inith managers, personnel directors, and randomly selected secretaries. In the second part of Chapter IV, these data were presented often In tabular fcuwn with frequency counts and percentages of responses of those interviewed fcn' the benefit of those who prefer to examine data in this manner. Generally, the presentation of the data found in the latter part of this chapter, which was devoted to an analysis of the data, followed the I54 sequence of the questions which are shown in the interview guides for the secretaries (Appendix A), managers (Appendix B), and personnel directors (Appendix C). Major Findings in Part_li: I. When personnel directors Indicated that Shorthand was required of secretaries, l5.3 percent specified symbol Shorthand exclusively; 4I.7 percent said either symbol or alphabet shorthand was acceptable while 4.2 percent indicated that symbol, alphabet, or machine shorthand were acceptable systems. Six or 8.3 percent of the personnel directors indicated that shorthand was not a requirement of secretaries for secre- tarial positions. 2. A grand mean of 2.7I, which was derived from the numerically coded responses of the personnel directors, indicated that, on an average, Shorthand speeds of 60 up to 80 words per minute were required of secre- taries at the time that they were hired for secretarial positions in each of the six Standard Industrial Classifications of business which were included in this study. 3. Of those personnel directors who Indicated that shorthand iproflciency was required of secretaries in the large businesses, which 'they represented, shorthand speeds of 80 up to lOO words per minute, on an average, were required. 4. The mode in the range of shorthand speeds which personnel (directors Indicated were required of secretaries was 80 up to IOO words per nflnute since 44 of the 72 personnel directors chose this speed range. 5. Both symbol and alphabet shorthand systems were used by the gainfully employed secretaries who were within the scope of this study. I55 Of the 55 secretaries who Indicated that they used shorthand on the job, 98.2 percent said that they used symbol shorthand, and the system of symbol Shorthand used by 96.3 percent of the secretaries was the Gregg shorthand system. 6. Of 72 secretaries, 55 or 76.4 percent used shorthand in the performance of their secretarial duties, while I7 or 23.6 percent did not use manual Shorthand In their secretarial positions. 7. An overall grand mean of 2.33, which was derived from the numeri- cally coded responses of the 72 secretaries regarding the top shorthand speeds which they perceived were necessary for their secretarial positions, indicated that, on an average, shorthand Speeds of 60 up to 80 words per minute were the Speeds which the secretaries perceived were needed to perform their secretarial duties. 8. Of 55 secretaries who indicated that they used shorthand’on the job, a mean of 3.05 Indicated that, on an average, shorthand speeds of 80 up to I00 words per minute were equal to the dictation rates which they encountered In the performance of their secretarial duties. 9. A weighted grand mean of 2.68 was estimated for the p0pulation of 2953 secretaries which indicated that overall It was estimated that secretaries needed manual shorthand speeds of 60 up to 80 words per minute t1) fulfill the Shorthand speed requirements they would need In secretarial positions in large businesses. IO. Of 72 secretaries, 44.4 percent indicated that the managers to (whcun they reported dictated to them "frequently," I9.4 percent indicated ‘"scxnetlmes," and l2.5 percent said "rarely," while they recorded the dictation by writing manual shorthand. I56 II. Of 72 managers, 4I.7 percent indicated that they dictated "frequently," 23.4 percent indicated "sometimes," and ll.I percent indicated "rarely," while their secretaries recorded the dictation by writing manual shorthand. I2. Fifty or 69.4 percent of the secretaries indicated a preference for taking dictation from managers by writing manual shorthand as a method of replying to correspondence. I3. Fifty-two or 72.2 percent of the managers indicated a preference for dictating to secretaries who recorded the dictation by using manual shorthand as a method of replying to correspondence. I4. Twenty-four or 33.3 percent of 72 managers indicated that, if they were to hire a new secretary, they would hire a secretary who had no shorthand proficiency; while 48 or 66.7 percent of the managers indicated that, if they were to hire a new secretary, they would not hire a secre- tary who had no shorthand proficiency. I5. Nearly 70 percent of the personnel directors indicated that there was no relationship between the starting salary to be paid to a secretary and the ability of an applicant for a secretarial position to write shorthand at a speed which was in excess of the minimum shorthand Speed required of a secretary for a secretarial position. l6. 0f the 72 secretaries, 34.7 percent indicated that they used dictating/transcribing machines In their present secretarial positions. CHAPTER V SUMMARY I. PROBLEM PURPOSE, AND PROCEDURES Section I of Chapter V presents an overview of the problem, purpose, and procedures of this research. Problem The principal problem of this study was to determine if secretaries employed by large businesses need and use the skill of manual shorthand to perform their secretarial duties. Subproblems, which were related to the main problem, were: (I) to determine If there were differences In the degrees of manual shorthand proficiency which secretaries perceived were needed when working for top management versus the degrees of manual shorthand proficiency which secre- taries perceived were needed when working for other management, (2) to determine by Standard Industrial Classifications of business the differ- ences in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for large businesses within these SIC classifications, (3) to determine by Standard Industrial Classifications (of business the differences In the degrees of manual shorthand proficiency required of secretaries who worked for large businesses within these SIC <2Iassifications as Indicated by personnel directors, (4) to determine the (differences between the degrees of manual shorthand proficiency required (If secretaries at the time that they were hired as indicated by personnel I57 I58 directors and the degrees of manual shorthand proficiency needed by secretaries on the job as perceived by secretaries, (5) to determine the differences between the degrees of manual Shorthand proficiency which secretaries indicated were required of them at the time that they were hired and the degrees of manual Shorthand proficiency needed by secretaries as perceived by secretaries on the job, (6) to find which of the systems of manual Shorthand were used by secretaries, and (7) to determine relation- ships between practices of managers and preferences of managers and secre- taries when replying to correspondence. Purpose The purpose of the study was to provide information which could lead to an improvement of secretarial-training programs and to provide data which could enable more effective guidance of those individuals who are considering preparation for secretarial positions. Since the attainment of a high level of shorthand proficiency ordi- narily takes from one to two years of study and since there are many demands on the time of the secretarial student, this study sought to determine whether the subject of shorthand Is needed in the curriculum for those who seek secretarial positions In large businesses. Procedures The normative-survey method, using personal interviews as the data- collecting techniques, was used to collect the data from employees of II7 large businesses which were headquartered In the Michigan cities of Detrx>it, Highland Park, and Hamtramck. I59 Only large businesses which were classified in the six Standard Industrial Classifications of Manufacturing Industries; Transportation, Communication, and other Public Utilities; Wholesale Trade; Retail Trade; Finance, Insurance, Real Estate; and Services were included in this study. All secretaries were identified In each of the II7 large businesses and were stratified Into two classifications: top management secretaries and other management secretaries. Personal interviews were held with 72 secretaries who were randomly selected from a population of 2953 secretaries, 72 managers to whom the 72 randomly selected secretaries reported, and 40 personnel directors who represented the large businesses from which the secretaries were randomly selected. Interview Guides Three interview guides were constructed by the investigator and used to promote some standardization and objectivity during the Inter- views with the secretaries, managers, and personnel directors. Analysis of the Data The data, which were collected during the personal interviews with the secretaries, managers, and personnel directors, were numerically coded. These code numbers were punched into IBM cards for analysis on a (kwrtrol Data 6500 computer which was located In the Computer Center at Inichigan State University. Two-way analysis of variance was used to analyze differences in the levels of manual shorthand proficiency which were perceived needed by those I60 secretaries who worked for top management versus the levels of manual shorthand proficiency which were perceived needed by those secretaries who worked for other management and the levels of manual shorthand proficiency which were perceived needed by the secretaries within any one of the Standard Industrial Classifications and the levels of manual shorthand proficiency which were perceived needed by the secretaries in any one of the other Standard Industrial Classifications. One-way analysis of variance was used to analyze differences in the levels of shorthand proficiency required of secretaries by large businesses as indicated by personnel directors In six Standard Industrial Classifica- tions of business. The statistical technique of Pearson product-moment correlation was used to assess the relationship between the levels of manual shorthand proficiency needed on the job as perceived by secretaries and the levels of manual shorthand proficiency required of secretaries at the time that they were hired as indicated by personnel directors. This statistical technique was also used to assess the relationship between the levels of manual shorthand proficiency required of the secretaries at the time that they were hired for their present secretarial positions as Indicated by the secretaries and the levels of manual shorthand proficiency which the secretaries perceived they needed on the job. Chi-square analysis was used to compare the differences between the expected frequencies and the observed frequencies of those secretaries who used symbol shorthand and those secretaries who used alphabet shorthand in the performance of their secretarial duties. I6I Spearman's rank-difference correlation was used to determine the relationship between the preferences and the practices of the managers and the secretaries regarding methods of replying to correspondence. II. MAJOR FINDINGS In synopsis form, the major findings of this study are identified below: I. Shorthand was used by 76.4 percent of the secretaries who were within the scope of this study, while 23.6 percent of the 72 secretaries indicated that they did not use and did not need manual shorthand in the performance of their secretarial duties. 2. Both symbol and alphabet shorthand systems were used by the secretaries who were interviewed for this study. Of 55 secretaries who Indicated that they used shorthand on the job, 98.2 percent said that they used symbol shorthand, and the Gregg shorthand system was used by 96.3 percent of those who used a symbol shorthand system. 3. There was no significant difference In the degrees of manual Shorthand proficiency needed by secretaries as perceived by secretaries who worked for top management and the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries who worked for other management. 4. There was a Significant difference in the degrees of manual shorthand proficiency needed by secretaries as perceived by secretaries ‘who worked for large businesses within any one of the six Standard Industrial Classifications of business included in this study when com- pared to the degrees of manual shorthand proficiency needed by secretaries I62 as perceived by secretaries who worked for large businesses within any one of the other Standard Industrial Classifications of business included in this study. Analysis of variance did not Identify where the differences were, but it was thought, based upon Scheffé post hoc analysis, that per- haps the secretaries in the Wholesale Trade SIC perceived the degrees of manual shorthand proficiency needed by secretaries to be significantly different from the degrees of manual shorthand proficiency needed by secretaries as perceived by the secretaries in the remaining five SICS. 5. There was no significant difference in the minimum manual short- hand speeds which were required of secretaries at the time they were hired as indicated by personnel directors who represented the large businesses within any one of the Six Standard Industrial Classifications of business included in this study and the minimum manual shorthand speeds which were required of secretaries by the personnel directors who represented large businesses within any of the other Standard Industrial Classifications of business included in this study. 6. Based on a calculated correlation coefficient, there was no Significant relationship between the maximum manual shorthand speeds which secretaries perceived were needed on the job and the minimum manual short- hand speeds which personnel directors indicated were required of secretaries at the time that they were hired for their secretarial positions. 7. A grand mean of 2.33 indicated that, on an average, shorthand 1speeds of 60 up to 80 words per minute were the shorthand speeds which 'the 72 secretaries perceived were needed to perform their secretarial duties. 8. Of the 55 secretaries who indicated that they used shorthand on the job, a mean score of 3.05 indicated that, on an average, shorthand I63 speeds of 80 up to IOO words per minute were equal to the dictation rates which they perceived that they encountered in the performance of their secretarial duties. 9. A weighted grand mean of 2.68 was estimated for the population of 2953 secretaries which indicated that, on an average, secretaries needed manual shorthand speeds of 60 up to 80 words per minute to match the dictation rates they would encounter in secretarial positions in large businesses. ID. A grand mean of 2.7l indicated that, on an average, shorthand Speeds of 60 up to 80 words per minute were the shorthand speeds which the personnel directors indicated were required of secretaries_at the time that they were hired. II. The mode of the Shorthand speed ranges which personnel directors indicated were required of secretaries to qualify for secretarial positions was 80 up to I00 words per minute Since 44 or 60.I percent of the personnel directors chose this speed range. l2. There was a significant positive relationship between the mini- mum manual shorthand Speeds required of secretaries at the time that they were hired for their present secretarial positions as indicated by the secretaries and the maximum manual Shorthand Speeds which they perceived were essential or necessary for their present secretarial positions. l3. There were significant positive relationships between: (I) methods which managers practiced and methods which they preferred to practice, (2) methods which managers practiced and methods which secretaries preferred managers to practice, and (3) methods which managers indicated they pre- ferred to practice and methods which secretaries indicated they preferred inanagers to practice when replying to correspondence. l64 III. OTHER FINDINGS I. When personnel directors indicated that Shorthand was required of secretaries, l5.3 percent specified symbol shorthand exclusively, while 4I.7 percent said either symbol or alphabet shorthand was acceptable. Six or 8.3 percent of the personnel directors Indicated that shorthand was not required of secretaries for secretarial positions. 2. 0f 72 secretaries, 44.4 percent indicated that managers, to whom they reported,"frequently" dictated to them while they recorded the dicta- tion by writing manual shorthand, I9.4 percent indicated "sometimes," and l2.5 percent Indicated "rarely." 3. Of 72 managers, 4I.7 percent Indicated that they "frequently" dictated to their secretaries while the secretaries recorded the dictation by using manual shorthand; 23.6 percent Indicated "sometimes," and ll.I percent Indicated "rarely." 4. Fifty or 69.4 percent of the secretaries Indicated a preference for taking dictation from managers by writing manual shorthand as a method of replying to correspondence. 5. Fifty-two or 72.2 percent of the managers indicated a preference for dictating to secretaries who recorded the dictation by using manual shorthand as a method of replying to correspondence. 6. Twenty-four or 33.3 percent of 72 managers indicated that, if they were to hire a new secretary, they would hire a secretary who had no Shorthand proficiency. 7. Nearly 70 percent of the personnel directors Indicated that there was no relationship between the starting salary to be paid to a secretary and the ability of an applicant for a secretarial position to I65 write shorthand at a speed which was In excess of the minimum shorthand speed required for a secretarial position. 8. 0f the 72 secretaries, 34.7 percent indicated that they used dictating/transcribing machines In their present secretarial positions. IV. CONCLUSIONS I. Shorthand should be retained In the secretarial curriculum designed to prepare individuals for secretarial positions In large busi- nesses Since it was found that secretaries used manual shorthand in the performance of their secretarial duties at both the tap level offlmanage- ment and at the other levels of management and Since secretaries used manual shorthand In large businesses which were classified in each of the six Standard Industrial Classifications of business included in this study. 2. On the basis of speed attainment, candidates for secretarial positions who attain shorthand speeds In the speed range of 80 up to IOO words per minute could qualify, in general, for these positions In large businesses which were classified In each of the six Standard Industrial Classifications of business included in this study. 3. Although a knowledge of Shorthand Is important for a majority of secretaries, shorthand speeds in excess of l20 words per minute are not essential for the majority of secretaries employed by large businesses. 4. Although mean scores would suggest that personnel directors and secretaries were in agreement on shorthand speeds needed by secretaries, there was no significant correlation between the responses of the two groups which indicated that there was considerable variance in the re- sponses of the two groups regarding the degree of manual shorthand profi- ciency needed by secretaries on the job. I66 The reSponses of the personnel directors pertaining to shorthand speeds needed by secretaries were more concentrated in the speed range of 80 up to l00 words per minute, which probably reflected broad personnel policies of those companies which applied, in general, to all applicants for secretarial positions. However, the responses of the secretaries pertaining to the degree of shorthand proficiency which they perceived was necessary on the job Showed a wider distribution of shorthand speed ranges than that of the personnel directors Since some secretaries found that on the job they needed shorthand speeds which were in excess of those which were required of them to obtain their secretarial positions, while others found that they did not use shorthand at all in the perfor- mance of their secretarial duties. 5. The methods which managers practice when replying to correspon- dence will determine, to a great extent, the need for and use of shorthand by secretaries. 6. Secretaries could probably adequately fulfill the requirements of nearly one-fourth of the secretarial positions to be found in the large businesses included In this study without using manual shorthand. However, secretaries without shorthand ability might be denied these secretarial positions because of personnel policies which require a demonstration of shorthand proficiency of all secretarial applicants. 7. There appears to be a slight decline In the percentage of secre- taries who indicated that they used manual shorthand in the performance «at their secretarial duties when the findings of this study, which revealed that 76.4 percent of the secretaries said they used shorthand, are compared 'ro an average percentage of 80.5 percent of the secretaries who Indicated I67 that they used manual shorthand on the job as revealed by the findings of ten research studies as shown in Table 2:I. 8. Even though secretaries use technological innovations such as dictating/transcribing machines and even though word processing systems have been installed in some firms, the majority of secretaries still need and use the skill of manual shorthand. V. RECOMMENDATIONS I. All aspirants for secretarial positions in large businesses Should study shorthand and should attain Shorthand Speeds in the range of 80 up to IOO words per minute to provide for mobility when seeking secretarial positions and to provide for flexibility within the company after having obtained a secretarial position. 2. Since gainfully employed secretaries in this study used either symbol or alphabet shorthand systems and since experimental studies by HorlacherI and by Weber2 revealed that Stenoscript alphabet Shorthand students achieved higher Shorthand speeds than did Gregg symbol shorthand students at shorthand speeds of 60 up to 80 words per minute, and Horlacher found that there was no Significant difference between the two groups at the shorthand speed of IOO words per minute, it Is recommended that courses in alphabet shorthand, as well as symbol shorthand, be included In the curriculum which has been designed for the training of secretaries for large businesses to provide them with a choice of shorthand systems. 'Floyd Kent Horlacher, "A Comparison of the Learning Progress in Stenoscript Alphabet Shorthand and Gregg (DJ) Symbol Shorthand After Two Semesters of Instruction" (unpublished Doctor's dissertation, Arizona State University, I969). 2Janet Rae Weber, "An Experimental Study to Compare Productivity of Stenoscript ABC Shorthand with Gregg Shorthand" (unpublished Master's thesis, University of Colorado, I968). I68 3. Prognostic research should be continued to predict which students will succeed in learning symbol shorthand and similar research should be Initiated or continued to predict which students will succeed In learning alphabet shorthand in order to provide for better counseling and guidance for those who aspire to secretarial positions so that the best use of their time can be made when they train for their chosen careers. 4. This study should be replicated in other parts of the country, in large businesses which employ fewer than 250 employees, and In large businesses which exceed the delimitations of this study, such as foreign corporations; professional and consulting organizations; e.g. hospitals, educational institutions, and engineering services; and other types of financial and Insurance Institutions. 5. Advisory committees with rotating memberships of representatives from businesses which employ large numbers of secretaries should be established or continued to provide educators in secretarial-training programs with up-to-date information regarding current business practices and needs. The membership of these committees should be changed periodi- cally to provide for variation in the classification of businesses which are represented by the committee members. 6. 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"Preparing Office Workers for Office Duties," American Business Education, XVI (March, I960), I68. Graves, Esther B. "A Study of Job Specifications for Clerical and Steno- graphic Positions Available to Recent High School Graduates in Selected Industries," (abstract) National Business Education Quarterly, XXXI (October, I962), 27-28. I74 Haggblade, Berle. "ls Shorthand Success Predictable?" The Journal of Business Education, XXXVI (May, I96l), 335-6. Hail, Mary E. "A Study of Selected Business Firms in the Augusta, Georgia, Area to Determine Standards and Qualifications of Office Employees," (abstract) National Business Education Qparterly, XXXIII (October, I964), 24-25. Hillestad, Mildred. "Writing a Research Report," Business Education Forum, XXVI (February, I972), 27-39. Hobart, Lois M. "A Study of the I960-I964 Business Education Graduates of Byron, Illinois High School with Implications for Improving the Business Curriculum," (abstract) National Business Education Quarterly, XXXV (Fall, I966), 33. Holcomb, Billie Dempsey. "The Cultural Impact of Shorthand," (abstract) The Journal of Business Education, XLVII (April, I972), 396. Horlacher, F. Kent. "A Comparison of the Learning Process in Stenoscript Alphabet Shorthand and Gregg [DJ] Shorthand After Two Semesters of Instruction," (abstract) The Journal of Business Education, XLV (May, I970), 346. Hornstein, Brenda. "ls Stenography Still Relevant in the Business Office?" Business Education Forum, XXVII (April, I973), 47-48. Houtz, Patricia. "Longhand Becomes Shorthand," The Balance Sheet, XLII, (October, I960), 62—64. . "How I79 Chief Executives Waste Their Time," Business Management, XXXIII (March, I968), I2-I4. Jones, Ellen. "Tomorrow's Secretaries and Machine Transcription," Business Education World, XLVII (February, I967), 22. Kallaus, Norman F. "Automation: Problems, Progress, Programs, Predictions," Business Education World, XLII (June, I962), 9-Il. Kane, Eleanor. "Shorthand Learning Time Must Be Shortened," The Journal of Business Education, XXXVIII (December, I962), 98-99. KIIen, Joseph F. "Adequately Trained Secretaries: A Follow-Up Study," The Balance Sheet, L (March, I969), 292-3, 335. chflw, Betty. "Business Says . . . ," Business Education Forum, XVI (November, I96l), 28-9. Kreidberg, Irene 0. "Secretary Is 'Executlve Aide'," Administrative Management, XXVIII (January, I967), 45. Lange, Mary H. "Surveying Business Preferences," The Balance Sheet, XLV (October, I963), 66-67. I75 Law, Merle M. "What's Ahead for the Secretary?" Personnel Journal, XLV (June, I966), 372. Lemaster, A. J. "The Present and Future Outlook for Shorthand," Business Education World, Lll (January-February, I972), 20-2I. Lovern, Henry Mark. "Factors Affecting the Employment of Beginning Office Workers in Atlanta, Georgia," (abstract) The Journal of Business Education, XLIV (October, I968), 30. Maliche, Eleanor. "Changing Patterns In Office Work," Business Education Forum, XX (February, I966), I5-l7. Malsbary, Dean R. "A Profile of Beginning Office Workers in the State of Connecticut," The Balance Sheet, XLIX (May, I968), 40I, 403. Malsbary, Dean R. "Re-Evaluation of Business Education Based on Surveys," Business Education Ferum, XXII (January, I968), l6-l8. "Management Briefs," Business Week (May II, I968), 62. "Managers Send 28 Letters a Week," Administrative Management, XXIX (January, I968), 80. Merker, Ann M. "Weary of Predictions," Today's Secretary, LXX (November, I967), 2i. Minear, Leon P. "Business Education Faces the Future," American Vocational Journal, XLV (April, I970), 70-72. Minear, Leon P. "Role of Business Education In National Manpower Program," Business Education Forum, XXIV (January, I970), 3-6. Mitchell, William, and Adelyn Olson. "Who Needs Shorthand! Who Needs Secretaries!" Business Education World, L (May-June, I970), 6-7. Morrow, Joseph H. "A Businessman Looks at Business Education In the High Schools," The Balance Sheet, XLV (November, I963), I05-8. Okrina, Bonnie L. "A Follow-up of Touch Shorthand Graduates from Selected Minnesota High Schools," (abstract) Business Education Forum, XXVI (October, I97i), p. 47. Owens, Carolyn S. "Machine Shorthand Students Learn Fast and Well," Business Education World, XLIII (February, I963), 22. Perkins, Edward A., Jr., and Robert E. Wiper. "Selecting the Best Stenog- rapher," The Journal of Business Education, XXXIX (January, I964), Place, Irene. "Who Sets Office Standards?" Business Education Forum, XVII, (November, I962), 26-27. I76 Prather, Helen Thaxton. "An Analysis of Employment Tests Given to Stenographic and Clerical Applicants In the Austin Area," (abstract) National Business Education_QuarterIy, XXIX (October, I960), 58. Reilly, Theresa M. "Curriculum Patterns for the Secretarial Science Course in Community Colleges," Collegiate News and Views, XX (May, I967), 2I-22. Reilly, Theresa M. "The Quest for Quality Performance by Secretaries," Business Education Forum, XX (March, I966), l9. Reilly, Theresa M. "Will Automation Displace the Secretary?" Business Education World, XLIII (January, I963), I6, 34. Robek, Mary F. "Secretarial Performance with Implications for the Curricu- lum," The Balance Sheet, XLIV (December, I962), l52-I53, I90. Ruegg, Robert J. "A Look at Touch Shorthand," Business Education Forum, XX (January, I966), 23, 30. Ruegg, Robert J. "The Touch Shorthand Secretary in the Business Office," Business Education Forum, XXIV (October, I969), I5-l7. Schmidt, Audrey. "Secretaries--Obsolete or in Demand?" Business Teacher, XLV (September-October, I967) I4-l5. Schwartz, Dorothy H. "Shorthand Is Relevant," Business Education World, Llll, (January-February, I973), 30. Sears, Mary Anne. "The Effects of Automation in Stenographic and Secretarial Positions-—A I96I Forecast," (abstract) National Business Education Quarterly, XXXI (October, I972), 59-60. Silvoy, Sister Jane Andrew. "What the Businessmen Want," Business Education Forum, XX (October, I965), I2-l3. Skimin, Eleanor. "Where Does Shorthand Go From Here?" The Journal of Business Education, XXXIV (January, I959), I54-55. Smith, Ray E. "Student Achievement in Forkner and Gregg Shorthand," Business Education Forum, XXV (February, I97i), 44-45. Smocke, Robert W. "A Study of the Employment Practices Used in the Selection of Secretarial Stenographers," (abstract) National Business Education Quarterly, XXX (October, I96l), 50-5I.. "Ten Ways to Speed Your Correspondence," Administrative Manpgement, XXXIII (February, I967), 32-34. Tepper, Harold. "The Private Secretary: A Company Liability," Management Review, LXII (February, I973), 23-42. The Detroit News (Odmark, Marion. "Shorthand, Typing-~Are They Skills of the Past?"), March 24, I972. I77 "The Secretarial Crisis," Today's Secretary, LXV (March, I963), 28. "There'll Never Be Enough Secretaries," Changing Times, XXIII (September, I969), 43-44. I Therese, Sister Mary, O.S.F. "Business Wants Better Shorthand and Transcription," Business Education World, XLIV (June, I964), I4-I6, 29. Tonne, Herbert A. "Is Shorthand Changing?" The Journal of Business Education, XLIII (November, I967), 52-53. Turllle, Stephen J. "Why Cahn't the Business Teacher Speak Business?" The Journal of Business Education, XLV (January, I970), I57-58. Wagoner, George A. "Shorthand: Past, Present, and Future," Business Education Forum [Centennial Issue], (May, I957), I8-l9. Walejko, Charles. "A Follow-Up Study of the Brussels (Wisconsin) High School Secretarial Training Graduates and Their Employers from I959 - l96l," (abstract) National Business Education Quarterly, XXXII (October, I963), 55-56. ' Wall, Anthony. "What Ybur Secretary Thinks," International Management, XXIV (January, I969), 4l-42. Wallen, Richard W. "Hiring the Right Secretary," Supervisory Management, X (January, I965), 48-5l. Wanous, S. J. "The High School Business Curriculum," National Business Education Quarterly, XXXI (Summer, I963), 43-57. "Wanted--Perfect Secretary," Administrative Management, XXVI (December, I965), I2. Weber, Warren C. "Determining Priorities In the Preparation of Secre- taries," The Balance Sheet, Ll (April, I970), 347-349. Weingarten, Jaala. "Secretaries--I967 Style," Duns Review, LXXXIX (March, I967), 45-46, 87-88. Welsmantel, Guy E. "Fire Your Secretary!" The Secretacy, XXXI (June-July, l97l), 6-7. Wellington, Arthur M. "Occupational Opportunities for Business Education Graduates," National Business Education Quarterly, XXXVII (Winter, I968), 5. "Where the Jobs Will Be in the '70s," U.S. News & World Report (September 6, I97I), 58-7I. "Why Companies Are Fleeing the Cities," Time (April 26, I97i), 86-87. I78 Winter, Elmer L. "What Should A Secretary Really Be Like?" Business Education World, XLIV (April, I964), I8-I9. Zoubek, Charles E. "Help Wanted--Shorthand Writers," Business Teacher, XLVI (November-December, I968), 8-9. Zoubek, Charles E. "Shorthand on the Way Out? Hardly!" Business Teacher, XXXVIII (November, I960), 25-26. Unpublished Works "A Study of Selected Graduates of the Indiana Adams, Mary Ellen. Unpublished Doctor's University Four-Year Secretarial Program." dissertation, Indiana University, I969. "Follow-Up of Grossmont College Secretarial Ashworth, Martha Salmi. Unpublished Master's Students as a Basis for Curriculum Modification." thesis, San Diego State College, I965. "A Study of Secretarial Graduates to Determine Competency Baron, Ronald J. in Initial Employment with Implications for Improvement of the Secretarial Curriculum." Unpublished Master's thesis, Wisconsin State University (Whitewater), I970. "An Analysis, Classification, and Synthesis of Research Barr, James Elvin. Unpublished Findings In Shorthand and Transcription I957-I967." Doctor's dissertation, University of Oklahoma, I97l. Battist, Bettyann. "A Follow-Up Study of Secretarial Science Graduates From the North Central Technical Institute, Wausau, Wisconsin, I962 Through I968." Unpublished Master's thesis, Wisconsin State Univer- sity (Eau Claire), I969. Behl, Lloyd A. "A Follow-Up of Graduates of Lake Mills, Wisconsin High School Shorthand Classes." Unpublished Master's thesis, Wisconsin State University (Whitewater), I969. Biggers, Beverly A. "The Status of Shorthand and Recording Machines Used for Dictation in Representative Business Firms in Columbus, Ohio in I969." Unpublished Master's thesis, The Ohio State University, .969. Colvin, Ray. "The Needs and Use of Shorthand In Steele County, Minnesota." Unpublished Master's thesis, Mankato State College, I965. Cook, Fred 5., and Frank W. Lanham. "Opportunities and Requirements for Initial Employment of School Leavers with Emphasis on Office and Retail Jobs." Cooperative Research Project No. 2378, Office of Education, U. S. Department of Health, Education, and Welfare, Wayne State University, I966. I79 Cook, Fred 5., and Edward Gary Shapiro. "Factors Associated with Successful Adaptation to the Secretarial/Stenographic Role." USOE Grant No. OEG 3-6-062l8I-2079, Wayne State University, I968. Drexler, Violet. "A Study to Determine the Vocational Use of Machine Shorthand." Unpublished Doctor's dissertation, New York University, I967. Engen, Adeline Constance. "A Study Conducted Among Selected Yakima Business Offices to Give Direction to Future Curriculum Planning in the Secretarial Training Department at Yakima Valley College." Unpublished Master's thesis, Central Washington State College, I962. Fujii, Amy T. "A Survey to Determine the Need for Shorthand Skills in Selected Business Firms In Honolulu, Hawaii." Unpublished Master's thesis, University of Montana, I97l. Geller, Elizabeth M. "Follow-Up Study of the l967-I970 Secretarial and Business Education Graduates of Thomas College, Waterville, Maine." Unpublished Master's thesis, Boston University, I97l. Graham, Harry P. "A Study of the Qualifications of the Administrative Secretary with Implications for the Collegiate Curriculum." Unpublished Doctor's dissertation, University of Oklahoma, I969. Graves, Esther B. "A Study of Job Specifications for Clerical and Stenographic Positions Available to Recent High School Graduates in Selected Industries." Unpublished Master's thesis, Sacramento State College, I96I. Gray, Helen Joann. "A Follow-Up Study of the Effectiveness of the Two- Year Secretarial Technician Program at Brigham Young University." Unpublished Master's thesis, Brigham Young University, I968. Harper, James. "An Evaluation of the Comparative Effectiveness of Carter Briefhand and Gregg Shorthand (Simplified)." Unpublished Doctor's dissertation, Colorado State College, I964, as abstracted and cited by James Elvin Barr in "An Analysis, Classification, and Synthesis of Research Findings In Shorthand and Transcription I957-I967." Unpublished Doctor's dissertation, University of Oklahoma, I97l. Hershey, Gerald. "Experimental Attributes and Attitudinal Postures of Indiana University Academic Secretaries." Unpublished Doctor's dissertation, Indiana University, I97I. Horlacher, Floyd Kent. "A Comparison of the Learning Progress In Steno- script Alphabet Shorthand and Gregg (DU) Symbol Shorthand After Two Semesters of Instruction." Unpublished Doctor's dissertation, Arizona State University, I969. I80 lrmer, Sharon I. "An Analysis of Formalized ln-Service Educational Programs for Clerical, Stenographic, and Secretarial Office Employees In Selected Insurance Companies with Implications for the Secondary School Business Education Curriculum." Unpublished Master's thesis, University of Nebraska, I967. James, Jessie Mildred. "A Survey to Determine the Effectiveness of the Two-Year Secretarial Science Training Program at Utica Junior College, Utica, Mississippi." Unpublished Master's thesis, The University of Wisconsin (Madison), I97I. James, Thomas. "A Comparison of Criteria Utilized by Employers in Employ- ing and Promoting Beginning Stenographic-Secretarial Workers." Unpublished Doctor's dissertation, New York University, I963. Justis, Susan 2. "A Study of the Executive Assistant and Business Teacher Graduates Who Obtained Full-Time Secretarial Employment After Graduation from Brigham Young University, l963-l968." Unpublished Master's thesis, Brigham Young University, I970. Kalchoff, Kathleen. "The Application of Shorthand Training by Graduates of Granite City High School." Unpublished Master's thesis, Illinois State University, I962. Kanger, Sister Mary Edwarda. "A Follow-Up Study of the Graduates of the Two-Year Secretarial Program at the College of St. Mary, Omaha, Nebraska, I958-l963." Unpublished Master's thesis, Catholic University of America, I965. Kelly, Sister Rose Marie, S.N.D. de Namur. "A Fellow-Up Study of the Graduates with Secretarial Training at Notre Dame High School, Moylan, Pennsylvania I962-I965 Inclusive." Unpublished Master's thesis, Catholic University of America, I968. King, Robert P. "A Follow-Up Study of Suomi College Graduates in the Secretarial Program." Unpublished Master's thesis, Northern Michigan University, l97l. Lamb, Mary Lou. "The Relevance of Stenographic Instruction in the Secondary School to Entry-Level Stenographic Positions." Unpublished Doctor's dissertation, Indiana University, I969. Lanham, Frank W. and others. "Development of Task Performance Statements for a New Office and Business Education Learnings System (NOBELS)." Office of Education, U.S. Department of Health, Education, and Welfare Grant No. OEG-O-O804I4-3733 (085), The Center for Vocational and Technical Education, The Ohio State University, l972. Lawrence, Richard E. "The Use of Shorthand by Office Workers in Certain Minnesota Businesses with Implications for the High School Teacher." Unpublished Master's thesis, Mankato State College, I962. I8I Levine, Elaine S. "A Follow-up Study of the Graduates of the Washington School for Secretaries (June I, I968 through June 30, l97l Inclusive) with Implications for Curriculum Revision." Unpublished Independent Study, Michigan State University, I972. Lloyd, Glenna G. "A Study of the Physical and Emotional Factors Required by Women Returning to Secretarial Employment After a Prolonged Absence." Unpublished Master's thesis, Brigham Young University, I970. Malsbary, Dean R. "A Study of Beginning Office Workers in Connecticut." Unpublished Independent Study, University of Connecticut, Storrs, Connecticut, I967 as cited by Don J. Scalamogna In "A Survey to Determine Office Positions for Initial Employment of the High School Graduate with Recommendations for Updating the Business Education Curriculum." Unpublished Doctor's dissertation, University of Houston, I969. Marcellis, Sister Anita Charles, S. C. "A Follow-Up Study of the Secre- tarial Department of Saint Peter High School, New Brunswick, New Jersey for the Years I962 - I964, Inclusive, with Implications for Curriculum Revision." Unpublished Master's thesis, Catholic University of America, I966. McCrea, Wendell. "An Analysis of Employment Requirements for Applicants for Clerical and Secretarial Positions In Selected Sonoma County and Marin County Businesses." Unpublished Master's thesis, San Francisco State College, I964. McKee, Lois Evelyn. "An Analysis of Secretarial Work In Seventh-Day Adventist Offices to Identify the Factors that Differ from a Regular Business Office and to Determine How Seventh-Day Adventist Colleges Can Prepare Secretaries for These Differences." Unpublished Doctor's dissertation, University of Nebraska, I968. Olson, Adelyn. "Comparison of Shorthand and Machine Transcription Utilization In Selected Firms In Minneapolis and St. Paul, Minnesota Area." Unpublished Master's thesis, Wisconsin State University (Eau Claire), I969. Paddock, Harriet Louise. "The Nature of the Need for the Development of Personnel for High-Level Secretarial Positions." Unpublished Doctor's dissertation, Indiana University, I967. Powell, Noel G. "A Follow-up Study of the I957-I963 Stenographic- Secretarial Graduates of North Dakota State School of Science, Wahpeton, North Dakota with Implications for Curriculum Revision." Unpublished Master's thesis, University of North Dakota, I964. Richards, Ralph J. "A Comparison of Current Shorthand Systems, Using Silverthorn's High-Frequency Word List." Unpublished Master's thesis, Utah State University, I966 as abstracted and cited by James Elvin Barr In "Analysis, Classification, and Synthesis of Research Findings in Shorthand and Transcription I957-I967." Unpublished Doctor's dissertation, University of Oklahoma, l97l. I82 Scalamogna, Don J. "A Survey to Determine Office Positions Available and Knowledges and Skills Needed for Initial Employment of the High School Graduate with Recommendations for Updating the Business Education Curriculum." Unpublished Doctor's dissertation, University of Houston, I969. Statler, Sister Rose Clement. "A Study of Vocational Usage of Shorthand by the I955, I956, and I957 Graduates of St. Vincent Ferrer High School, New York City." Unpublished Master's thesis, Catholic University of America, I960. Twesten, Elizabeth H. "A Comparative Follow-Up Study of the Clerical and Secretarial Graduates of Belleville Township High School, West and the Clerical and Secretarial Graduates and Students of Belleville Area College I967-I968." Unpublished Master's thesis, Southern Illinois University (Edwardsville), l969. Vrieze, Nancy. "A Follow-Up Study of Shorthand Students Graduating from Rice Lake, Wisconsin, High School from I966 to I970." Unpublished Master's thesis, The University of Wisconsin (Eau Claire), l97l. Wagoner, Kathleen Parker. "The Role of the Secretary In a Changing World: An Analysis of the Duties and Functions Performed by the Secretary." Unpublished Doctor's dissertation, The University of Iowa, I967. Weber, Janet Rae. "An Experimental Study to Compare Productivity of Stenoscript ABC Shorthand with Gregg Shorthand." Unpublished Master's thesis, University of Colorado, I968. Weber, Warren C. "A Q-Sort Study of Curriculum Priorities in Secretarial Education." Unpublished Doctor's dissertation, Arizona State Univer- sity, I969. ‘ Webster, Janice M. "A Study of College Secretarial Education in Relation to the Automated Office in Order to Make Recommendations for High School Counseling." Unpublished Master's thesis, University of Dayton, I968. Webster, Richard Manning. "A Survey of the Cedar City High School Graduates Who Have Taken the One-Year Gregg Shorthand Course." Unpublished Master's thesis, Utah State University, I968. Wiswell, Sue Ann Wadt. "A Survey of Entry-Level Job Standards for Junior Stenographers." Unpublished Master's thesis, California State College (Long Beach), I968. Other Sources Sholder, Harold M. "Splrallng Office Costs." Paper read at the Office Management Association of Chicago 22nd Annual Seminar and Business Show, April, I965. I83 Wilsing, Weston C. Does Business Education in High Schools Meet the Needs of Business? Monograph Series, No. 99. Cincinnati: South-Western Pubiishing Company, I960. APPENDIX A Interview Guide - Secretaries AI INTERVIEW GUIDE (Secretary) I. Which one of the following systems of manual shorthand do you use on the job? a) b) c) d) symbol (Gregg, Pitman, Thomas, etc.) alphabet (Forkner, Speedwriting, Stenoscript ABC, etc.) other I do not use any system of manual shorthand on the job I"If 9b 2, or g was chosen as the answer to Question #l, go directly to Question #4, page 2. (Omit Questions #2 and #3.) *"If dlwas chosen as the answer to Question #I, answer Questions #2 and #3 below. if the answer to Question #I was d) I do not use manual Shorthand on the job, why do you not use manual shorthand? a) I do not know a system of manual shorthand b) No one dictates to me on the job c) Other (please explain) 3. If the answer to Question #2 Is a) I do not know a system of manual shorthand, do you feel that you would perform your secretarial duties better If you did know and use manual shorthand on the job? a) yes b) no c) don't know *If the answer to Question II is d) I do not use manual shorthand on the job, omit Questions #4 and #5, page 2. 4. A2 What Is the top manual shorthand speed that you feel Is essential or necessary to fulfill the requirements of your present secretarial position? a) b) c) d) e) f) g) the use of manual shorthand Is not necessary under 60 w.p.m. 60 up to 80 w.p.m. 80 up to I00 w.p.m. IOO up to I20 w.p.m. I20 up to I40 w.p.m. I40 w.p.m. and above How do you use manual shorthand In the performance of your present secretarial duties? a) b) c) d) a) correspondence telephone messages memorandums/notes/lnstructlons minutes of meetings/conferences other (please specify other uses of shorthand In your secretarial position) What was the minimum Shorthand speed required by your employer in order for you to qualify for your present secretarial position? a) b) c) d) e) f) g) h) i) knowledge of Shorthand was not a requirement for my present secretarial position under 60 w.p.m. 60 up to 80 w.p.m. 80 up to IOO w.p.m. IOO up to I20 w.p.m. l20 up to I40 w.p.m. I40 w.p.m. and above don't remember knowledge of shorthand was a requirement, but no specific speed Please Indicate the specific Speed required if you recall Were you ever tested for your shorthand ability by your present employer? a) yes b) no c) don't remember A3 "If the answer to Question 17 is a) es, answer Question #8. *‘If the answer to Question #7 Is b no, omit Question #8. 8. What kind of manual shorthand test was administered by your present employer? a) l was given some dictation and asked to read it back b) l was given some dictation and asked to transcribe my notes c) Other (please Indicate the type of shorthand test administered) In your opinion, is there a relationship betwen the starting salary to be paid to and the degree of manual shorthand proficiency possessed by a secretarial applicant at the time the applicant is hired as a secretary or promoted to a beginning secretarial position In your company? In other words, do you feel that greater skill In shorthand ls rewarded with Increased compensation for a beginning secretary in your company? a) yes b) no c) don't know Do you ever transcribe from a dictating/transcribing machine? a) yes b) no I'If the answer to Question #I0 is b) no, answer Question Ill. *‘lf the answer to Question IIO Is a) yes, omit Question #II. '2. Do you foresee a time in the near future when you may transcribe from a dictating/transcribing machine In the performance of your secretarial duties in your present position? a) yes b) no How many years have you been a secretary for this company? A4 I3. How does your boss (or bosses) reply to his/their correspondence? (Use F for Frequently, S for sometimes, R for Rarely, and N for never) Cinmn umn A B aTTDictates reply to secretary who records dictation using manual shorthand b) Writes original repiy ih longhand draft form and gives to secretary for typigg c) Writes reply directiy on the original correspondence and malls the original back d) Replies by using the telephone 67 Dictates oral reply to secretary who types directly at typewriter fT’DICtEtes reply to dictating7transcribing machine g) Boss types his own replies h) Dictates reply to secretary who records dictation using a shorthand machine (touch shorthand) I) Delegates secretary to reply J) Delegates someone eiSe, other than secretary, to reply k) Replies by using telegrams I) Replies by using the telex mi Other (please Specify) n) o) l4. How would you prefer that your boss (bosses) reply to his/their correspondence? (Indicate with a check mark In Column 8) A5 l5. Do you ever use a shorthand machine (touch Shorthand) in the performance of your present secretarial duties? a) yes b) no * If the answer to Question #I5 Is b) no, answer Question #l6. ** If the answer to Question #l5 is a) yes, omit Question #l6. I6. Do you foresee a time in the near future when you may use a shorthand machine (touch shorthand) in the performance of your secretarial duties in your present secretarial position? a) yes b) no c) don't know Overall Comments: APPENDIX B Interview Guide - Managers A6 INTERVIEW GUIDE (Managers) I. How do you reply to your correspondence? (Use F for Frequently, S for sometimes, R for Rarely, and N for Never) Column Column A B ai Dictate reply to secretary who records dictation using manual shorthand b) Write original reply in longhand draft form and give to secretary for typing c) Write reply directly on original correspondence and mail the original back to sender d) Dictate reply to dictating/transcribing machine e) Dictate oral reply to secretary who types directly at typewriter f) Dictate reply to secretary who records dictation using a shorthand machine (touch shorthand) g) Delegate secretary to reply hi’Deiegate someone, other than secretary, to reply I) Reply by telephone j) Reply by telegrams k) Reply by telex I) Type my own replies m) Other: *iPlease specify) n) 2. How would you prefer to reply to your correspondence? (Indicate with a check mark In Column 8) A7 If you were hiring a new secretary, would you hire one who did not 3. have proficiency in manual shorthand? a) yes b) no Why or Why not? Comments: APPENDIX C Interview Guide - Personnel Directors INTERVIEW GUIDE (Personnel Directors) To be a secretary in your firm, proficiency in which of the following systems of shorthand’Is required’as a prerequisite for a secretarial position? a) symbol (Gregg, Pitman, Thomas) b) alphabet (Forkner, Stenoscript ABC, Speedwriting) c) machine (touch shorthand) d) either symbol or alphabet e) symbol, alphabet, or machine f) no shorthand Is required 9) other What Is the minim mual shorthand speed required of a secretarial applicant for a secretarial position? a) no shorthand Is required b) under 60 words per minute c) 60 up to 80 w.p.m. d) 80 up to I00 w.p.m. e) IOO up to l20 w.p.m. f) l20 up to I40 w.p.m. 9) I40 w.p.m. and above h) no specific speed ls required What type of shorthand test ls administered to test the secretarial applicant's ability to take shorthand at a Specific speed? a) no shorthand test Is administered b) applicant takes dictation and reads notes back c) applicant takes dictation and transcribes notes by using typewriter d) other A9 nho nho nho nho nho new one one one one one one nNo nNo nNo nNo nNo nNo ooo ooo ooo ooo ooo ooo nun nun nun nun nmn nun onn onn onn onn onn onn >Lo_om s_;+coz nNn nNn nNn nNn nun nmn oon oon oon oOn oon oon nhv nhv nhv nhv nhv nhv one onv one one one one .e.a.z oe. .s.a.; om. .e.a.; co. .E.a.3 ow .E.a.3 Loc+o o>ono ocm .E.o.3 ov— o+ as om. 0+ as oo. 0+ a: on 0+ on on on Looc: eoc_smom aaoam ocog+cogm >Ln.mm mc_+co+m 0+ a.cmco_+m_oc o m. ococ+ one ooc.:ooc on >oe ucoc+Lo:m >Lo.om mc_+co+m o+ a_zmco.+o_oc o: m. ococ+ +:a .ooc_aooc on >ne ocaz+L0cm >Lo_mm oc_+Lo+m o+ a.cmco_+e.oc o m. ocoz+ one cog—aooc m. ocac+Locm >Lo_mm oc_+co+m o+ a_cmco_+o.oc o: m. ococ+ +39 .ooc_aooc m. ocog+L0cm >Lo.om mc_+Lo+m o+ a.zmco.+a.oc o: m. ococ+ .oc0+oLoc+ .co.+_moa _e_Lo+ocuom o L0+ ooc_:ooc +oc m. ucmc+LOcm A. Ax «a 50 .a Au an no ~co_+_moa .o_ca+ocuom a L0+ ooc_:ooc ocean ococ+LOzm E:E_c_e oz+ mooooxo >uco_u_+oca m.+ceu_.aae 05+ can: +cou__aao _o_co+ocuom a >a commommOQ >0co_o_+oca ocaz+cocm .oacae +0 cocoon oc+ can o+ e_ea on o+ >Le_em mc_+Lo+m oz+ coor+oa a_cmco.+o_oc 65+ m. +mz3 .a.zmco_+o_oc e m. ocoz+ w. Niimco+uoc_o _occ0mcoa .v APPENDIX D Sample of Coding Forms Used to Stratify Population of Secretaries and From Which Secretaries Were Randomly Selected AIO TOP MANAGEMENT SECRETARIES - STANDARD INDUSTRIAL CLASSIFICATION #I I. 26. 5|. 2. 27. 52. 3. 28. 53. 4. 29. 54. 5. 30. 55. 6. 3i. 56. 7. 32. 57. 8. 33. 58. 9. 34. 59. IO. 35. 60. II. 36. 6|. I2. 37. 62. I3. 38. 63. I4. 39. 64. I5. 40. 65. I6. 4|. 66. I7. 42. 67. I8. 43. 68. I9 44. 69. 20. 45. 70. 2|. 46. 7|. 22. 47. , 72. 23. 48. 73. 24. 49. 74. 25. 50. 75. APPENDIX E Digests (Some with Reviewer's Commentaries) of 45 Research Studies Findings From Which Were Included in Chapter II - "Findings of Related Research" All The Adams Study AdamsI studied the responses of II4 Indiana University graduates who had been enrolled In programs designed to train them for high-level office positions to ascertain the relevancy of the Indiana University business education and office management curricular programs to the occupational experiences of these graduates In an effort to discover the extent to which they had used the knowledges, understandings, and skills Included in those programs. She wanted to know If the graduates really needed the background of knowledges, understandings, and skills they were required to develop In college. Courses in shorthand and transcription were required of students enrolled in the business education program and in the professional secretarial emphasis on the office management program. Graduates Indicated the extent of use made of each of 32 factors In the category of secretarial and office administration which pertained to the knowledges, understandings, and technical skills that might be Included In their university courses. Adams stated that extent of use was really an index of "need" for a factor in performing the duties attendant to an employment situation. She provided four alternatives for indicating use: frequently, occasionally, seldomly, not used. Adams said: . . . "frequency of use" is not synonymous with "importance." The fact that a factor is used seldomly does not necessarily mean that it is of less importance than another that is used occasionally or frequently. No attempt was made to rank the factors according to Importance: It is assumed that whenever specific knowledges, understandgngs, or technical skills are drawn upon, they are important. 'Mary Ellen Adams, "A Study of Selected Graduates of the Indiana University Four-Year Secretarial Program (unpublished Doctor's disserta- tion, Indiana University, I969). 2mm, p. 58. A|2 Of the II4 respondents, she found that shorthand dictation was used frequently by 7I graduates (62.3 percent), occasionally by l6 (I4.0 per- cent), seldomly by IO (8.8 percent), not used by l6 (l4.0 percent), and there was no response by l (.9 percent). Use of shorthand, therefore, was made by 85.l percent of the graduates in this study. One of the points for consideration in the conclusion of Adams' study was a reduction of the amount of study In the technical aspects of the curriculum - primarily shorthand, transcription, and typewritlng - so that greater emphasis might be given to general education and business administration subjects. Reviewer's Comments In this present study, as well as In the study by Adams, the fact that a secretary may be called upon to use shorthand indicates that the secretary has a need for the knowledge of shorthand. In other words, even though shorthand skill may be rarely used In the performance of a secretary's duties, It may be highly Important. AI3 The Ashworth Study Ashworth3 sent mailed questionnaires to 8I (84 percent response) former second semester shorthand students of Grossmont College, a community college located In El Cajon, California, to determine the extent to which the secretarial program of the college was meeting the vocational needs of students. Of the 68 respondents, who were enrolled at Grossmont from September, l96l through June, I963, 57 were currently in the labor force or about 84 percent. Approximately one-half of the respondents Indicated their positions as secretaries (22 respondents) or stenographers (6 respondents). Based on the 68 reSpondents, she found that 43 (63.2 percent) of the former students took routine dictation and transcribed; 46 (67.6 per- cent) composed Ietters at the typewriter; 40 (58.8 percent) transcribed from recording machines; 38 (55.9 percent) took dictation over the tele- phone; 3I (45.6 percent) took dictation of minutes and transcribed; and I (l.5 percent) used shorthand for court reporting purposes. Ashworth also found that 45 (66.2 percent) of the 68 respondents typed letters and reports from longhand, and 4i (60.3 percent) of the 68 respondents Indicated that they typed reports, articles, and manuscripts from rough drafts. Reviewer's Comments It appeared to this reviewer that Ashworth based the percentages of the respondents who performed the various duties Identified In this 3Martha Salmi Ashworth, "Follow-Up of Grossmont College Secretarial Students as a Basis for Curriculum Modification" (unpublished Master's thesis, San Diego State College, I965). AI4 review on the total number of respondents to the survey rather than on the number who were currently In the labor force. If the percentages had been based on the number of respondents who were currently In the labor force, the percentages would have been greater than the percentages shown In the study. For instance, the percentage of those who took routine dictation and transcribed would have been 75.4 percent If the percentage had been based on the number who Indicated that they were currently in the labor force (57 respondents) rather than on the total number of respondents (68 respondents). A|5 The Baron Study 4 Baron used mailed questionnaires to obtain data from I29 (of which 57 were employed In offices; the other 72 either were not employed in offices or did not respond to the questionnaire) secretarial graduates of three senior high schools in Racine, Wisconsin, in an effort to assess their job competencies. He also questioned the employers of the 57 office- related respondents to obtain their ratings of the employees' competencies. Forty-two (73.7 percent) of the 57 graduates who were working In offices and 45 (78.9 percent) of the employers of these 57 office-working graduates responded to the opinion questionnaires. Twenty-seven (60 percent) of the employers reported that shorthand did not apply to the jobs they had for beginning office workers. All 57 graduates In this survey had completed advanced shorthand In high school; I4 (33 percent) of the graduates indicated that shorthand did not apply to the employment of beginning office workers from their experiences. Baron stated that it appeared that beginning office workers did not use shorthand skills In the early phases of office work. 4Ronald J. Baron, "A Study of Secretarial Graduates to Determine Competency In Initial Employment with Implications for Improvement of the Secretarial Curriculum" (unpublished Master's thesis, Wisconsin State University [Whitewater], I970). AI6 The Barr Study» Barr5 analyzed, classified, synthesized, and summarized 220 masters' and doctoral theses which were written on the subject of shorthand during the period of January I, I957 through December 3i, I967. He felt that in the last few years that there had been an increased interest in research in business education and particularly in shorthand and transcription due In part to changes In the Gregg Shorthand system, Improvements in electronic dictation equipment, and increased use of programmed materials. Yet, Barr felt that the findings of this body of research were available to others essentially only through interlibrary loan. He, therefore, sought to make meaningful, manageable, and useful the mass of research findings and conclusions which pertained to shorthand and transcription by analyzing, classifying, synthesizing, and summarizing these 220 theses Into one study. Included in his summary of research findings regarding the occupational use of shorthand, Barr stated that shorthand is not used on the job by many graduates since graduates responding to various surveys indicated on-the-job use of shorthand ranging from 47.I percent to 70 percent and the reasons given for not using shorthand Included: lack of efficiency, dislike for shorthand, lack of confidence, and change of vocation. He also summarized other research findings by stating that there is a close relationship between the amount of shorthand training and the use of shorthand on the job and that approximately 75 percent of those who earned A's in shorthand and English used their shorthand on the job. 5James Elvin Barr, "An Analysis, Classification, and Synthesis of Research Findings in Shorthand and Transcription I957-I967" (unpublished Doctor's dissertation, University of Oklahoma, l97i). AI7 Barr Indicated that researchers have found that employers rank personality and appearance in first and second place respectively and test results fall Into third place when new employees are hired. Employers reported that employees tend to waste time, can't spell, need to learn punctuation rules and how to proofread, and use Incorrect grammar and composition. AI8 The Battist Stugyy Battist6 surveyed, by means of mailed questionnaires, 57 (82.5 percent response) I962 through I968 graduates of the Secretarial Science curriculum of the North Central Technical Institute (Wausau, Wisconsin) to determine the effectiveness of the program. The North Central Technical Institute Is a post-high school educational Institution which offers a two-year Associate Degree Secretarial Science program. A student may elect at the beginning of his program to take either Gregg shorthand or Stenographic machine shorthand In the North Central Technical lnstitute's secretarial science program. Of the 47 respondents, 34 (72 percent) were currently working full time for a fairly broad spectrum of business classifications and of those working, 65 percent were employed as secretaries. Battist reported that I8 (39 percent) of the graduates used manual shorthand "often" (daily), 9 (20 percent) of the graduates used manual shorthand "some" (weekly) and I9 (4i percent) of the graduates used shorthand "seldom, If ever" In their "current" jobs. She found that 2 graduates (4 percent) reported using the Stenograph "often" (daily), I graduate (2 percent) used the Stenograph "some" (weekly), and 43 graduates (94 percent) reported that they did not use the Stenograph "In current jobs." Machine transcription was used by 8 (I7 percent) of the graduates "often" (daily), 9 (20 percent) used machine transcription "some" (weekly), and 29 (63 percent) reported that they "seldom, If ever" used machine transcription "In current jobs." 68ettyann Battist, "A Follow-Up Study of Secretarial Science Graduates from the North Central Technical Institute, Wausau, Wisconsin, I962 Through I968" (unpublished Master's thesis, Wisconsin State University [Eau Claire], I969). Al9 Reviewer'SSComments It is not known to this reviewer how many of the graduates who responded to Battist's study chose to study manual versus machine short- hand. The figures reported by Battist regarding the use of shorthand by 47 graduates "in current jobs" seem irreconcilable with the previous figure which indicated that only 34 of the graduates said they were "currently employed." A20 The Behl Study Behl7 sent letter-questionnaires to 93 graduates of Lake Mills (Wisconsin) High School who had taken courses in shorthand; 69 (74 percent) responded. He sought to determine whether these graduates were using their shorthand skills. He found that 25 (36 percent) of the graduates who used their shorthand skills since graduation, 38 (55 percent) had never used their shorthand skills, and 6 (9 percent) did not reply. He also found that 2i graduates (3i percent) had used voice tran- scription machines since graduation, 43 (62 percent) had not used voice transcription machines, and 5 (7 percent) did not reply. When asked if they felt that voice transcription is rapidly replacing shorthand, 4i (59 percent) of the graduates answered "yes," i9 (28 percent) answered "no," and 9 (l3 percent) did not reply. Most of the graduates recommended that other students take advanced training in business college or a vocational school after graduation from high school. Behl also sent letter-questionnaires to 64 employers of the graduates who were employed in office work in an effort to determine employers' satisfaction with the graduates. Forty-eight (75 percent) of the employers responded. The employers' replies indicated that II (23 percent) of the former shorthand students were utilizing their shorthand skills, 3i (65 percent) were not employing those skills, and 6 (i2 percent) did not reply. 7Lloyd A. Behl, "A Follow-Up of Graduates of Lake Mills, Wisconsin High School Shorthand Classes" (unpublished Master's thesis, Wisconsin State University [Whitewater], I969). A2l Employers stated that l8 (38 percent) of the former shorthand students were using voice transcription machines, 24 (50 percent) said they were not, and 6 (I2 percent) did not respond. Employers emphasized that employees should have strengthening in grammar, spelling, and vocabulary. They also stressed the importance of a neat appearance and punctuality. Although many of the graduates who had completed courses in short- hand were not using shorthand, most of them indicated that they were satisfied that they had learned the skill. Graduates who had taken two years of shorthand felt more adequately prepared to use the skill than did those who had taken one to one and one-half years of shorthand. Most of the graduates said that if they were starting out again in high school, they would again take shorthand courses because they felt there would always be Jobs for people with shorthand training. More than one-half of the graduates felt that voice transcription is replacing shorthand and 49 percent of the graduates indicated that they would have taken courses in machine shorthand if they had been available in their high school. Behl concluded that since over one-third of the graduates used shorthand on the Job that shorthand should be retained in the curriculum. He questioned, however, why all of the graduates did not use their shorthand skills. A22 The Biggers Study Biggers8 sent mailed questionnaires to 200 businesses (II7 companies responded with I02 usable responses or slightly over 50 percent) in Columbus, Ohio in I969 to determine and compare the status of shorthand and recording machines used for recording dictation and the status of stenographers and other transcription workers. She compared the findings of her study with two previous studies: Welsh, 76 firms, in I946; and Lower, 79 firms, in I956. All three studies were of Columbus firms - using the same ones were possible to observe trends. Biggers found that in a total of l,874 employees who used various media (including shorthand, longhand, voice recorder, Stenotype, and the typewriter) to record dictation that 6I.6 percent used the medium of shorthand while 38.4 percent did not use shorthand. These employees included l,l02 secretaries, 230 stenographers, 260 clerk-typists, 223 machine transcribers, l9 Stenotype operators, and 40 receptionists as reported by 97 companies which provided a breakdown of personnel classifications. She found from the responses of the personnel directors that the l,l02 secretaries used various media to record dictation: 897 (8l.4 percent) used shorthand, 435 (39.5 percent) used longhand, 456 (4|.4 percent) used voice recorders, l3 (l.2 percent) used Stenotype machines, and 2| (I.9 percent) used the typewriter. Comparing the findings in her study with two previous studies (Welsh, l946, and Lower, I956), Biggers found that in l946, 83 percent 8Beverly A. Biggers, "The Status of Shorthand and Recording Machines Used for Dictation in Representative Business Firms In Columbus, Ohio in I969" (unpublished Master's thesis, The Ohio State University, I969). A23 of the finms and 7i percent of the employees used shorthand to record dictation; in l956, 8i percent of the firms and 70 percent of the employees used shorthand to record dictation; and In I969, 76 percent of the firms and 66 percent of the employees used shorthand to record dictation. A decline in the use of shorthand from I946 to I969 is noted in these three studies. The percentage of firms and employees using shorthand to record dictation decreased from l946 to I956 and from I956 to l969. Using the two previous studies for the purpose of comparison, Biggers reported that the use of voice recorders compared as follows: in I946, businesses 37 percent, employees 27 percent; in l956, businesses 58 per- cent, employees 26 percent; and In l969, businesses 57 percent, employees 48 percent. She noted an Increase in the use of voice recorders by employees and in firms between the years of l946 and I969. The Stenotype machine was used by .6 percent of the employees and In 4 percent of the firms in I946, while In subsequent studies the Stenotype was used by 3 percent of the employees and in IO percent of the firms in l956; and by 2 percent of the employees and in 6 percent of the firms In l969. Both in l956 and in I969, 80 - IOO words per minute was the most frequent range of shorthand speeds required by firms. Of the 4i firms which indicated specific minimum speed requirements, 26.8 percent required 60 - 80 words per minute, 58.5 percent of the firms required 80 - IOO words per minute, I2.2 percent of the firms required IOO - l20 words per minute, and 2.4 percent of the firms required l20+ words per minute. She found that 23.7 percent of 97 firms did not require shorthand of employees and the principal reason given for not using shorthand was economy of time. A24 Most firms differentiated among beginning salaries for transcription workers: secretaries with shorthand ability were paid the highest salary in 92 percent of the firms, 65 percent of the firms with secretaries without shorthand ability paid these secretaries the highest or second highest salary according to Biggers. About one-half of the firms (48 percent) differentiated among transcription workers with regard to promotional opportunity based on shorthand ability and educational background while 38 percent of the firms indicated that other factors determined promotional opportunity. Both In I956 and in I959, employers emphasized that spelling was a deficiency in both shorthand-equipped and non-shorthand-equipped employees. Among her conclusions, Biggers pointed out that there were Jobs available for transcribers who did not know shorthand. She felt that the percentage of firms which employed shorthand writers increased with the size of the office. Biggers also concluded that shorthand still held a prominent position In the preference of media used by business firms to record dictation. Among other conclusions: (I) Transcription workers were increasing In relation to the number of office workers. (2) There was a trend toward more testing. (3) In general, business school or college business majors, with or without shorthand ability, were preferred by businesses. (4) Shorthand competency was rewarded by higher salaries. Transcribers with shorthand ability were paid more regard- less of title and secretaries with shorthand ability were usually paid the highest salary of all transcribers. A25 Biggers recommended that high schools continue to offer programs designed to prepare transcription workers to use many types of media to record and transcribe dictation. A26 The CoIvIn Study» Colvln9 used mailed questionnaires to survey 37 randomly selected firms (3i respondents or 84 percent response) located in Owatonna, (Steele County) Minnesota and a random sample of currently employed office workers who were graduates of one of four public high schools in Steele County during the years of I959 through I964 and who had completed two years of shorthand training in high school. There were 336 graduates who met the qualifications and limitations of this study and of this number, names of graduates were drawn at random until each school had an equal initial number of graduates, 30 from each, who were requested to participate in his research study. He found that 64.5 percent of the firms indicated that they employed shorthand-trained office workers, whereas 35.5 percent of the firms did not employ workers who used shorthand. Of the 3i responding firms, i8 were classified as industries, and 55.6 percent of these industrial firms reported that employees were employed who used their shorthand skills frequently. Of the 34 former students who responded to the questionnaire, 28 (82.4 percent) indicated that they had taken 2 years of shorthand for vocational training. Of the 34 respondents, Colvin found that l6 or 47.I percent made frequent use of their shorthand training on the Job since graduation from high school, 7 or 20.6 percent indicated that they seldomly used their shorthand skill, and ii or 32.4 percent stated that they had not used shorthand on any Job since high school. 9Ray Colvin, "The Needs and Use of Shorthand In Steele County, Minnesota" (unpublished Master's thesis, Mankato State College, I965). A27 He found that 58.8 percent of the respondents felt that their shorthand skills had helped them in securing an office position. Colvln found that of the 34 former-student respondents, 29.4 percent indicated that they frequently used, II.8 percent indicated that they seldomly used, and 58.8 percent indicated that they never used a transcrib- ing machine on the job. Of the 3i businesses responding to Colvin's study, 67.7 percent reported that transcribing machines were used In their busi- nesses . A28 The Cook and Lanham Stugy'o Cook, as principal investigator, and Lanham of Wayne State University directed professional interviewers in a study of the availability of entry- level Jobs for high school leavers (aged l6-2l) and the specific business skills demanded as a prerequisite for these positions as Indicated by employers located within the political boundaries of Detroit. A list of 35,09l businesses was stratified by size and by type of business (Standard Industrial Classification) and from these strata a disproportional stratified serial sample of 683 companies was drawn. A random proportional stratified sample of 969 cases was drawn from the June, I963 graduates (7,422 In number) from Detroit's 2i public high schools and from those who should have graduated in June, I963 (330 cases), but who dropped out In their senior year. They found that in a projected total of 99,509 office and retail occupations, 4,752 (5 percent) were for secretaries and stenographers and that shorthand was required of the secretaries and stenographers in 96 per- cent of the 4,752 positions. They found that secretaries and stenographers required the highest ratio of skills per job (typewritlng and shorthand), but that there were. not many skills required of most entry jobs. They also found that there were not many entry-level jobs available to high school leavers In relation- ship to the total Jobs available and that stenographers and secretaries, who required the highest ratio of skills for their jobs, did not account for a great number of entry Jobs available to high school leavers. 'oFred 5. Cook and Frank W. Lanham, "Opportunities and Requirements for Initial Employment of School Leavers with Emphasis on Office and Retail Jobs" (COOperative Research Project No. 2378, Office of Education, U. S. Department of Health, Education, and Welfare, Wayne State University, I966). A29 Cook and Lanham also found that of the total office and retail Jobs, only 5 percent were identified as positions for stenographers and secre- taries. They recommended careful screening of students prior to admission to preparatory programs for these job roles because of the high proportion of skill demands. A30 The Cook and Shapiro StudyH Three hundred twenty-six employees of a single public utility in Detroit, Michigan were personally Interviewed by a team of professional interviewers In an effort to identify and to describe "successful" secretaries and to utilize this information to serve as a basis for revision and updating curricula for the training of secretaries. Among the 326 who were interviewed, there were I49 secretaries, I32 supervisors, and 45 other clerical employees. These three groups rated secretaries on subjective bases. Included In the findings was the belief’that a secretary must possess high levels of secretarial skills (shorthand and typing), although she may not use them with great frequency. it was also found that secretaries with more education were more successful than secretaries with less education. In general, it was found that there was little indication that high skill levels, when measured objectively, were significantly related to secretarial success. No objective measures of dictation and transcrip- tion skill were taken at the time of the interviews in this study since pre-testing experience revealed that objective testing on the job was impractical. However, personnel records of the previously tested abilities of the secretaries were made available to the researchers. Skill In shorthand was necessary to attain success as a secretary, but success as a secretary was not a function of greater success if a greater number of shorthand courses had been taken. 'IFred S. Cook and Edward Gary Shapiro, "Factors Associated with Successful Adaptation to the Secretarial/Stenographic Role" (USOE Grant No. OEG 3-6-062l8l-2079, Wayne State University, l968). A3| When asked to respond to the question of what skills, knowledges, and personal qualities must a secretarial employee possess in order to function effectively in most offices, shorthand was mentioned by 67.4 percent of the supervisors, 74.5 percent of the secretaries, and 86.7 per- cent of the other clerical employees. It was found that groups of secretaries who receive high ratings on ability to take and transcribe dictation have higher group mean success scores than do those groups that receive lower ratings. This was true of all three sources of ratings. "Successful" secretaries were generally assumed to possess higher skill levels than did "unsuccessful" secretaries. Those secretaries who were subjectively rated high in secretarial skills were also those secretaries who were high in secretarial success. There was no accord between the subjective and the objective evaluations of secretarial skills by the raters in this study. Curriculums which contain more than one year of shorthand and typewritlng should be questioned by administrators and businessmen. Secretaries were also asked to indicate the frequency with which they performed 56 office duties which came from a list of 80 office duties deveIOped and used in a study by the Pittsburgh Chapter of the Office Management Association in I954. Cook and Shapiro did not include 24 of the 80 duties included in the Pittsburgh study which dealt with those duties concerned with office equipment and machines. The duty "take dictation in shorthand and transcribe dictation" was ranked 2 in the Pittsburgh study of I954 and was ranked 27.5 in the Cook and Shapiro study of I968 of duties most frequently performed by secretaries. The duty "compose and type letters with/without instruction as to content" A32 was ranked I4.5 In the Pittsburgh study and ranked l9.5 in the Cook and Shapiro study. The duty "type letters" was ranked i in both studies. Reviewer's Comments It Is of interest to note that, although secretaries in the Cook and Shapiro study ranked "typing of letters" as their most frequently performed duty, "taking dictation and transcribing dictation" was ranked 27.5. It would seem, therefore, that many of those letters were not dictated to secretaries who used shorthand to record the dictation. A33 Daniel D. Howard Associates, Inc. Study Daniel 0. Howard Associates, Inc., a Chicago headquartered manage- ment consulting firm, revealed, as a result of a survey, how I79 board chairmen or company presidents In Chicago wasted or misused their time by not dictating to a secretary or to a dictating/transcribing machine. Answering letters, putting out memos and other forms of writing also eat into the top executive's time more than seems necessary. One reason is that only 2I$ of them use a dictating machine. Another reason lies In their addiction to writing letters, memos, and so forth In longhand. Some 40% of them say they normally do this. By contrast, some 58% say they normally dictate to their secretaries. Add this 58% to the 40% who normally write In longhand and the 2I$ who normally use a dictating machine, and you'll come up with a figure well In excess of lOOi. What's the explanation? In many cases, says Paul L. Rice, executive vice president of Howard Associates, the executives may first write things out In longhand, then dictate them - either to their secretaries or into a machine. This may be a needless duplication of effort. An executiye might better dictate, then correct his dictation In longhand. 2 '2"How I79 Chief Executives Waste Their Time," Business MangggmenT. 33:l2-l4, March, I968. A34 The Drexler Study Drexler'3, with the aid of teacher-coordinators in l7 schools (high schools and two-year colleges) in New York State, sent questionnaires to l,499 graduates of two shorthand programs - 699 machine shorthand gradu- ates (355 respondents or 50.8 percent) and 750 manual shorthand graduates (377 respondents or 50.3 percent). Participants included all graduates of machine shorthand programs from years I962-i966 and a similar group of manual shorthand writers who had graduated during the same period. She sought to determine the real need for courses In machine shorthand that existed at that time and to discover the potential merit of establishing future programs In machine shorthand. Drexler found that of the 377 manual shorthand graduates who responded to the study that 9i (75.8 percent) of the two-year college graduates reported using their manual shorthand while 29 (24.2 percent) were not using their shorthand on the job, that 55 (40.7 percent) of the New Work City secondary school graduate respondents used their shorthand while 80 (59.3 percent) did not use shorthand on their current jobs, and that 46 (37.7 percent) of the Upstate and Long Island secondary school graduates used their shorthand and that 76 (62.3 percent) did not use their shorthand skills on the job. Overall, i92 (50.0 percent) of the respondents used shorthand while l85 (49.l percent) did not use the skill on the job although all had studied the skill for at least two years and more two- year college graduates used shorthand on the job relative to the high school graduates. '3VIolet Drexler, "A Study to Determine the Vocational Use of Machine Shorthand" (unpublished Doctor's dissertation, New York University, l967). A35 Of the I92 graduates who reported using manual shorthand on the job, l35 (70.3 percent) were classified as secretaries, 56 (29.2 percent) were classified as stenographers, and l (.5 percent) was a reporter. Of the IBS who reported that they were not currently using shorthand on the job, none were classified as secretaries in Drexler's study. Drexler stated that the overwhelming success of the stenographic programs from the two-year colleges, particularly in manual shorthand could not be questioned when from a group of l20 graduates, only IO had not profited vocationaily from the shorthand skill they were taught during their higher education. Reviewer's Comments Of particular interest to this reviewer were the findings of Drexler which pertained to the use of manual shorthand. Since the literature reports a paucity of secretaries and stenogra- phers, this reviewer questioned why so many graduates who had studied shorthand did not use their shorthand skills on the job. A36 The Fujii Study Fujli'4 surveyed, by means of mailed questionnaires, a cross section of I70 businesses (68 percent response) in Honolulu, Hawaii, to determine the need for shorthand skills and the extent to which shorthand was used as compared to machine shorthand and voice transcription equipment. Twenty- two (I7.5 percent) of the II4 firms did not complete the questionnaire primarily because they did not hire stenographers and secretaries or shorthand was not utilized by personnel In these firms. Personnel managers In 92 (54 percent) of the companies completed the questionnaire. Fujii requested the personnel director in each of the I70 businesses to ask a stenographer or secretary employed by the company to complete a one-page questionnaire. This secretary or stenographer, who was not to be an executive or administrative secretary, was to be one who "takes dicta- tion using manual (written) shorthand." There were 89 questionnaires returned by secretaries or stenographers of which 83 fulfilled the restric- tions set by Fujii. Fujii found that all of the 83 responding secretaries and stenographers indicated that they used manual shorthand to record dictation. Fujii reported in tabular form the percentage of total correspondence which the secretaries and stenographers indicated they recorded using manual short- hand and reported that all of the secretaries or stenographers In her study said they used manual shorthand to record some portion of their bosses' total correspondence . '4Amy T. Fujii, "A Survey to Determine the Need for Shorthand Skills iii Selected Business Firms in Honolulu, Hawaii" (unpublished Master's thesis, University of Montana, l97i). A37 Fujii reported that secretaries indicated a lower usage of manual shorthand than personnel directors indicated that secretaries utilized, and she also stated that more secretaries and stenographers believed that there had been a decline In the usage of shorthand in the past five years than did personnel directors. When predicting usage of shorthand for the next five years, more secretaries predicted a decline in usage than did personnel directors. Nearly 92 percent of the secretaries/stenographers Indicated that they had studied Gregg shorthand; 3.6 percent of the secretaries/ stenographers learned Pitman shorthand, and 2.4 percent learned either ABC or Briefhand systems of shorthand. Either shorthand was not known by or no response was given by 2.4 percent of the secretaries. Fujii reported that although machine shorthand was not taught in the public schools of Honolulu, 52 (56.5 percent) of the personnel directors indicated that machine shorthand was used for some of the dictation In their firms. Two-thirds of the firms expected their secretaries to be able to compose letters without direct supervision. Nearly 80 percent, or 66 secretaries, reported that they composed letters for their superiors. One-third of the firms indicated that they had entry-level secre- tarial and stenographic positions for inexperienced applicants. Of the 92 firms, 72.8 percent used voice transcription machines to some extent for dictation. Secretaries and stenographers reported a higher percentage of usage of dictation/transcription machines than did personnel directors. Fujii recommended that secretarial students be given training both in manual shorthand and In the use of dictating/transcribing machines. A38 Of 83 secretaries, 3i or 37.3 percent indicated that they used voice transcription machines, while 52 or 62.7 percent said they did not use this type of equipment. Fujii indicated the following dictation methods were those most preferred by executives In 92 firms as reported by personnel directors: Manual (written) shorthand 59.8 Machine shorthand 0.0 Voice transcription l2.0 Manual or machine 2.2 Manual or voice transcription 2.2 No preference I9.6 No reSponse 4.3 Reviewer's Comnts it was no surprise to this Investigator that Fujii found that all